Daily goal/accomplishment emails at work

[Kibbiekat]

I agree with whoever said every day is too much. I think weekly, or every other week is better. Or, rather than asking what they plan to do, look at what they have accomplished. Set a goal for the end of the month, and check progress. I'm picturing a face to face meeting, more than an e-mail.

How it is viewed by the employees will depend on the employee. Some will see it as motivation. Others will see it as a waste of time.

[sas318]

OP, if you were my boss, I would hate doing this. I know I'm the employee, but I don't need to be babysat!!!! Leave me alone and give me some freedom to do my job.

But that's just me. I read your next post about your employees being college students. Well, if that's what you think they need to stay on track, then do it. I personally would hate it because I work hard, have a sense of responsibility to my job, and not a slacker at all.

How many employees do you manage? I imagine it would be a pain and confusing and very time consuming to do this.

[sas318]

Originally Posted by clawsondude

From my perspective as an employee this sounds like something I would hate. Make it clear what people need to accomplish and when it needs to be finished. It's okay to check in from time to time, but something regular and formal like this would have me sending out my resume tomorrow.

Personally I would find it insulting. I know what I need to accomplish at work. If my boss has questions I have no problem discussing them with her. If I have questions or issues on my end I go to her. I think this is a healthy relationship based on mutual trust.

If the people in these positions can't be trusted to get their jobs done they are the wrong people. The interview process should screen for candidates who are driven and can work independently.

IMO there is no worse feeling in the office than that of your boss watching your every move.

I completely agree with this.

[EIT77]

Some people need micromanagement but to micromanage as default is not usually welcomed.

Personally, that would really bug me, but I'm senior staff and I manage people as well as doing my own work.

That being said, I have one specific colleague I think I need to start doing this on a weekly basis with. They're having a hard time prioritizing and while I try to remind them I also have my own work to do.

I have one person that I do this on a daily basis in a way. I started out e-mail the list at the beginning of the day and they respond usually the next morning. Now they e-mail me a list in the morning, and if I need to add something set a priority I do. But they have poorly managed ADHD and asked me to do this to help them. They are very good at their actual job.


If they are having specific issues I would talked to them, individually if possible, and ask if sending a weekly list would help. I wouldn't do daily unless you did super time sensitive work.

[Diane de Poitiers]

We did this during the first year I was at the library, although it was a weekly email to the branch manager, and just a general summary of what you'd done at work that week.

With my office assistant job, I had a weekly "To Do" list that was put together by the church's then-pastor and the Personnel Committee.

[Clint.]

I decided to not go ahead with the daily email reports. Glad I reflected on it before implementing. I'm going to put additional focus on providing specific work assignments and expectations and take it from there on an individual basis as they gain more experience.