Workforce Monitoring a good or a bad?
Introduction
Monitoring employee productivity, behavior and location is not a bad thing per se. However, there are ways of using this technology that might be considered harmful by employees. Here is why:
Workforce monitoring is a double-edged sword
Workforce monitoring can be helpful, and it can also be harmful. In fact, workplace monitoring is a double-edged sword that can cut both ways. It all depends on how you use it and to whom you give access to what data from the employee performance metrics.
In this article, we’ll cover:
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The benefits of workforce monitoring for managers, HR professionals, and employees
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How employees feel about workforce monitoring tools (or lack thereof) in their workplace
Monitoring employee productivity
Monitoring employee productivity is a way for you to keep track of what your employees are doing and how they’re doing it. If an employee is not being productive, there may be some underlying issues that need to be addressed. A lack of productivity can also show up on their performance reviews or affect their chances of receiving raises or promotions in the future.
However, monitoring productivity should not be used as a punishment for bad behavior or poor performance; instead, it should only be used as a tool for helping your employees improve themselves so that they can become more efficient and productive members of the team.
Monitoring employee behavior
Monitoring employee behavior is a good idea. It can help the company because it will ensure that employees are doing their job properly and meeting all of the company’s goals. Monitoring employee behavior can also help employees because it helps them to know how well they’re doing on the job and what they need to work on improving in order to improve their performance. Monitoring employee behavior can also help customers because it ensures that customers get the best service possible from those working for or with your company. Finally, monitoring employee behavior can be beneficial for your bottom line as well; if an employee isn’t performing well or is not working toward achieving your goals as an organization then this may result in lost revenue for your business which could potentially hurt profits over time
Monitoring employee locations
Employee location monitoring is a good way to ensure that employees are where they are supposed to be. This can help companies save money by not paying employees for time they are not working and also by avoiding paying overtime when it’s unnecessary.
Monitoring employee communication
Monitoring employee communication can be helpful in reducing the amount of time spent on social media. For example, employees are likely to use social media for personal reasons during working hours. This is because it is an easy way for them to communicate with friends and family members. By monitoring employees’ phone calls and text messages during work hours, employers can ensure that employees are not engaging in unnecessary personal calls or sending unprofessional texts.
Monitoring employee communications should also help reduce the amount of time spent on personal emails during work hours. While there’s nothing wrong with sending personal emails from your office computer (as long as they’re not too frequent), most people forget that email servers record all incoming and outgoing traffic. If an employer sees a large number of emails between two employees over several days/weeks/months then it may seem suspicious; however, this could easily be explained if you’re simply talking about work-related topics via email instead of calling each other every few minutes like some kind of middle school love story gone horribly wrong…
As the employer, you should inform your employees about the monitoring beforehand
The reason for doing this is twofold: it gives them an opportunity to express themselves, and it allows them to understand why you are doing it. If they know that their actions are being monitored and that there are consequences for those actions (dismissal), then they will be more likely to behave appropriately in front of management or other colleagues who may be watching them on camera at any given time.
The employees should know the consequences of being monitored by the company
You should also make sure that your employees are aware of the following:
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What is being monitored? For example, if you’re monitoring a computer via webcam, let them know that it will be doing so.
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How it will be used. The purpose of surveillance can vary widely from one employee to another and even within a single department or project. It’s important to keep track of when and why each individual surveillance technique was used so you know what data to store in which system and for how long.
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How this information will be stored and shared internally within your company; whether it is explicitly stated on paper (e-mail), verbally agreed upon (phone call), or implied through social cues such as eye contact when asking someone for more time off work due to an illness before turning around their chair while saying “I knew something was up with you lately! So tell me; what happened?”
The management should use technology in a manner that helps employees become more efficient, not humiliate them
The management should use technology in a manner that helps employees become more efficient, not humiliate them. With the help of technology, the management can keep track of employees’ time, productivity, and even their break timings. However, if used incorrectly then it will only demoralize an employee. In this article, we’ll discuss the importance of monitoring your team’s work with technology and how you can use it efficiently without causing any harm to them or their morale.
Technology is a double-edged sword and it can definitely be helpful but it can also have some side effects
Technology is a double-edged sword and it can definitely be helpful but it can also have some side effects.
Employers today use technology to monitor employee productivity, behavior, locations, and communication.
This may not necessarily be a bad thing but an employer should inform their employees about the monitoring beforehand so that they are aware of what is being tracked and how long this data will be stored.
Conclusion
The conclusion is that we should monitor our employees because it can be helpful but it can also have some side effects. We need to understand how monitoring works and what our rights are as an employee when it comes to being monitored by the company.