The all-star, Inspire, becomes even better on the go when it sports the 3-button control and dry mic. These features allow convenient navigation of music during rigorous activity as well as hands-free calls- even during extended use.
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Showing posts with label Performance. Show all posts
Showing posts with label Performance. Show all posts
Yurbuds Ironman Inspire PRO Performance Fit Sport Earphones with 3-Button Control and Mic, Black/ Red -10101
The all-star, Inspire, becomes even better on the go when it sports the 3-button control and dry mic. These features allow convenient navigation of music during rigorous activity as well as hands-free calls- even during extended use.
New Zoomswitch Analog Headset Switch For Phone Calls VOIP And Music Excellent Performance Popular
GE 98973 VOIP IN-EAR HEADSET.FITS SECURELY & COMFORTABLE IN EARS IN-LINE MICROPHONE TWO 3.5MM COMPUTER ADAPTERS 2.5MM PHONE ADAPTER
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Why VPN logs don't measure worker performance
Yahoo recently made waves when CEO Marissa Mayer revoked all work-from-home arrangements and mandated that employees show up at the office. However, the real-world data Mayer reportedly based her decision upon is not a valid metric for work-from-home performance. According to reports, Mayer reviewed VPN logs to determine how much time remote workers spend connected to Yahoo. She found that many were connecting infrequently, if at all, implying that those working from home were doing more "home" and less "work."
Was Marissa Mayer's decision misguided? Hopefully Yahoo's CEO looked beyond the virtual private network (VPN) logs before making a decision. VPN logs alone are not enough to prove that people working from home are slacking off, because connecting to the company network is not the same thing as delivering results.What are you paying for?
If Mayer had found that remote workers were all connected to the Yahoo VPN, would that prove they’re not slacking off? Does being connected to VPN 24/7 indicate that a remote user is a dedicated dynamo putting in 168 hours of productive work each week? No. Here's the first question companies need to consider when it comes to managing remote workers. What are you paying for, time or results? Plenty of workers show up at an office and sit for 40-plus hours per week without doing much productive work. Time is not a good measure of performance.
Obviously, if you’re literally paying users an hourly rate as opposed to a set salary, then you are, in fact, paying for time. That’s why paying hourly is a poor model of compensation. It rewards sloth and encourages workers to drag out tasks to fill as many hours as possible. How much time do workers in an office spend on breaks? How much time is wasted talking sports or politics with co-workers? How much time is abused surfing Amazon, or watching YouTube videos of cute kittens? As a boss, you’re not paying for hours, but for the value that people bring.
Measure results instead of time
Do you really care how long a worker sits at a desk, or are you more concerned with how productive she is and how much she contributes to the company? If you assign a report to an employee—whether they're working at the office or from home—and you establish a Thursday deadline, what’s important is that he delivers a well-researched, quality report on time. It doesn’t matter if that person spends eight hours a day working to meet the deadline, or cranks it out by lunch on Monday before a round of golf.
Sitting at a desk doesn't equate with productivity. That’s the fundamental flaw in how companies monitor and measure employee performance. It rewards the slow and weak, and penalizes the best, most productive workers. Assume that there are two employees making the same salary and assigned the same project and deadline. In an ideal world, the more productive employee would turn the report in on Monday, and the attitude and initiative would be recognized with a raise or promotion. What often happens instead is that the employee is “rewarded” with additional work, while the slower worker is still praised for making the assigned deadline, and they both continue to be paid the same.Raises and promotions are too small and infrequent at many companies. Some employees are capable of producing the same or better results than others in half the time, but they know they won’t actually be paid twice as much, so there’s no motivation.
Let users hang themselves
So, maybe the remote workers at Yahoo didn’t stay connected to the VPN very long. Who cares? Did they fulfill their duties and produce results? PkingDesignWho cares where someone's working if they get the job done? Remote workers are typically more productive. A study commissioned by Microsoft and released in London on Monday found that 70 percent of workers believe they produce more and better results outside of the office.
While office workers are still showering and getting dressed, those who work from home just grab a cup of coffee and get to work in their pajamas. While the office workers spend two hours or more each day battling insane rush-hour traffic, remote workers are being productive. While office workers gossip and take breaks, remote workers get laundry done or take out the trash so they can kick back and enjoy their families later. While office workers put in their allotted time, then bolt back to their homes and families, remote workers often end up spending more time working, both before and after regular work hours, because it’s convenient.
By all means, establish guidelines for remote workers. Define expectations, and make sure remote workers are available for calls or meetings. But beyond that, just measure the results and let the slackers hang themselves. The bottom line is that great employees are great employees, and slackers are slackers whether they work at home or sit in a cubicle for 40 hours a week. Making a slacker show up at the office doesn’t magically make that person more productive.
VoIP Performance Management and Optimization (Networking Technology: IP Communications)
VoIP Performance Management and Optimization
A KPI-based approach to managing and optimizing VoIP networks
IP Communications
Adeel Ahmed, CCIE® No. 4574
Habib Madani
Talal Siddiqui, CCIE No. 4280
VoIP Performance Management and Optimization is the first comprehensive, expert guide to managing, monitoring, troubleshooting, and optimizing large VoIP networks. Three leading Cisco VoIP experts bring together state-of-the-art techniques for ensuring that customer service level agreements (SLA) are consistently met or exceeded.
The authors begin by reviewing how VoIP is deployed in enterprise and service provider networks and the performance tradeoffs and challenges associated with each leading VoIP deployment model. Next, they present a comprehensive approach to diagnosing problems in VoIP networks using key performance indicators (KPI) and proactively addressing issues before they impact service.
In this book, you will find a proven tools-based strategy for gauging VoIP network health and maximizing performance and voice quality. You also will learn how to perform trend analysis and use the results for capacity planning and traffic engineering—thereby optimizing your networks for both the short- and long-term.
The authors all work in the Cisco Advanced Services Group.
- Deploy, manage, monitor, and scale multivendor VoIP networks more effectively
- Integrate performance data from multiple VoIP network segments and service flows to effectively manage SLAs
- Use performance counters, call detail records, and call agent trace logs to gauge network health in real time
- Utilize dashboards to analyze and correlate VoIP metrics, analyze trends, and plan capacity
- Implement a layered approach to quickly isolate and troubleshoot both localized and systemic problems in VoIP networks
- Optimize performance in networks where the service provider owns the “last mile” connection
- Improve performance when VoIP is deployed over publicly shared infrastructure
- Manage performance in enterprise networks using both centralized and distributed call processing
- Plan media deployment for the best possible network performance
- Monitor trends, establish baselines, optimize existing resources, and identify emerging problems
- Understand and address common voice quality issues
This IP communications book is part of the Cisco Press® Networking Technology Series. IP communications titles from Cisco Press help networking professionals understand voice and IP telephony technologies, plan and design converged networks, and implement network solutions for increased productivity.
Category: Networking: Unified Communications
Covers: Voice over IP Network Management
Price: $65.00
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