tag:blogger.com,1999:blog-20646966.post7091983544774042288..comments2009-02-05T11:52:31.304-08:00Brucehttp://www.blogger.com/profile/17924943461128606986noreply@blogger.comBlogger6125tag:blogger.com,1999:blog-20646966.post-68186231195526816962009-02-04T18:00:00.000-08:002009-02-04T18:00:00.000-08:00Wow, what a laugh that quote is. Sounds like some PhD student's bad thesis. <BR/><BR/>Realistically, you have to a) make it really, really easy to do and b) link it to something that will cause some pain if lost. For instance, in my firm, our engagement contracts are time and materials, so it's easy for me to say to staff "do this or WE don't get paid" which is motivation enough. However, for an internal development group, I think you'd need to link it to the group members' compensation. <BR/><BR/>Cheers,<BR/>Rick Cogley<BR/>TokyoRick Cogleyhttp://www.blogger.com/profile/11564597247424411527noreply@blogger.comtag:blogger.com,1999:blog-20646966.post-26974437672712195052008-06-08T19:24:00.000-07:002008-06-08T19:24:00.000-07:00Whoa. Quotations like that cause me to lose faith in all of humanity. Please tell me you lifted that from an elementary school project.<BR/><BR/>You're completely right - time tracking only works if it's to an individual's benefit to track their time. If your employees work 9-5, there are few incentives to get them to track [accurately]. <BR/><BR/>If your employees were paid by performance and not by their ability to punch a clock, though, then you could realistically get better tracking data IF it's coupled with resources on how to minimize the time spent on Task X (and therefore give the employee that time back to do as they please). Tracking alone is virtually useless on an individual level unless paid by the hour.Marina Martinhttp://www.blogger.com/profile/17441648019915065369noreply@blogger.comtag:blogger.com,1999:blog-20646966.post-88785520963627479482008-04-24T08:39:00.000-07:002008-04-24T08:39:00.000-07:00Bruce, I develop time tracking software so I have something to say about this...<BR/><BR/>You are abolutely right! Our biggest challenge is finding companies enthusiastic enough to adopt the product. No simple task.<BR/><BR/>My blog: projectteamblog.com<BR/><BR/>--rayRay Whitewww.projectteamblog.comnoreply@blogger.comtag:blogger.com,1999:blog-20646966.post-73962337876689125312008-03-16T18:12:00.000-07:002008-03-16T18:12:00.000-07:00We've struggled with this same issue. We had a paper timesheet our developers would fill out each day. A lot of trackable time fell through the cracks. Our final solution was to build a web-based task tracker that allowed our developers to track time against each task. There is a timer associated with each task that they can start and stop while working on the task. Then they apply their time. This method increased our tracked time by 30%. <BR/><BR/>You can check out the web-based service, Intervals, at http://www.myintervals.comjohnhttp://www.blogger.com/profile/15903971177129603875noreply@blogger.comtag:blogger.com,1999:blog-20646966.post-72827670654589024112008-03-14T15:06:00.000-07:002008-03-14T15:06:00.000-07:00I am an intern at a software developing company and I have to agree about the developers. I don't think they would actually want to leave their 4 screens of full blown html and other complicated info. I just see it as figuring out something more complicated makes them love their job more.Lucyhttp://www.blogger.com/profile/15760817564974422093noreply@blogger.comtag:blogger.com,1999:blog-20646966.post-39417130255334663742008-03-14T14:17:00.000-07:002008-03-14T14:17:00.000-07:00Hey Bruce! Informative post. I'm going to bookmark and reference it soon in a follow up to one of my posts on time tracking: <A HREF="http://ravenyoung.spaces.live.com/blog/cns!17376F4C11A91E0E!4132.entry" REL="nofollow">Tracking Time IS Important In Project Management</A>.<BR/><BR/>See you're in Seattle - me too! <BR/>Great brains must think alike around here - my blog is titled "Raven's Brain" ;)Ravenhttp://ravenyoung.spaces.lilve.comnoreply@blogger.com