Software that tracks staff is easy to build and quickly resented: a location trail nobody was told about, a league table of who did least, a manager's view with more in it than the worker can see. This is built the other way round. It measures the work, from records the business already keeps to run itself, and holds itself to rules a worker can read.
The pay run, approved by a person, worked out from the hours on record.
For any business with staff, contractors or volunteers — and especially one that sends people out on the road.
A policy drafted from what this workspace actually collects — looked up, not assumed — in plain words, which everybody is asked to say they have read. A change makes a new version and asks again. Saying 'I have read this' is notice, not consent: agreeing to a trip's route being recorded is a separate choice.
Monitoring people were told about, in words they can hold you to.
A person's record is one view, built by one function, shown to them and to whoever may open it. Opening somebody's record asks for a work reason first, and they read the line on their own record: who looked, when, and why.
Nobody holds a fuller file on anybody than that person can read about themselves.
Where somebody's phone was is kept for as many days as the business chose — thirty unless it chose otherwise. Then the coordinate is deleted and only the result stays: on site, or why it could not be confirmed. A trip keeps its distance and loses its route.
The business keeps what it needs to pay people correctly, and nothing it would have to explain.
A sign-on that could not be placed is shown with the distance and the reason, never called absent or dishonest, and the worker can add their side, which is shown wherever the flag is.
A question to ask, not an accusation to answer.
The team's work — sign-ons placed on site, hours, jobs done, jobs right the first time, customers happy at sign-off — is shown by team, never by person, and never for a group smaller than five. A smaller team is folded in with others, or left out of every figure it could be worked out from.
You see how the work is going without ranking anybody.
They say what is wrong and what it should say. Whoever answers for their record has thirty days to reply in words: corrected, and what was done; or not corrected, and why — and then the worker's own statement stays beside the record for anybody who reads it.
A question about a record ends in an answer, in writing, within thirty days.
Reports that must not go up the normal line — misconduct by a leader, harassment, money going missing, a concern about a child — go only to the people named to receive them, never to anybody a report names, and the channel opens only once at least two are named. Nobody has to say who they are.
Misconduct at the top still reaches somebody who can act on it.
One person thanks another, by name, where the team can see it, newest first — with no counts and no most-thanked list. The person thanked can take one off the wall, and it stays on their own record.
Recognition that cannot turn into a contest.
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