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employee monitoring

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Ways To Avoid Backfires From Your Employee Monitoring Program

Every effective team leader, manager, and business owner has a set of practices in place to monitor employees. This could be to monitor performance, workplace behaviour, or even progress. Whatever the reason, employee monitoring can help you identify the best way to utilise time and resources.

A 2018 Gartner report stated that 50% of organisations, among a list of 239, monitor employee emails and social media, while a 2019 Accenture survey brought to light that 62% organisations used new tools in order to collect employee data. This number has undoubtedly gone up in recent times. The key here, however, is to successfully monitor employees without creating any friction.

Why Employee Monitoring can Backfire

There are a number of reasons why employee monitoring can backfire. Some of the most common among them are listed below.

  • A feeling of continuously being monitored could cause increased stress and anxiety among employees. This may lead to them finding “blind spots” that are not monitored, which would be detrimental to the overall productivity.
  • If employees are constantly monitored, you may feel obsessed to pick out the minor details, which would lead to resentment and a feeling of being micromanaged. This would also affect the overall productivity of the workplace.
  • A feeling of lack of privacy, or mistrust might cause employees to look for another organisation, which would significantly affect your retention rate.

While these are all difficult to spot, it could affect the overall nature and environment of your workplace. It could cause both the workplace productivity and employee health to take a hit. That is why it is important to find a healthy boundary, and establish steps to use the monitoring programs without these side effects.

Image by mohamed Hassan from Pixabay

How Can You Avoid These Backfires With Your Employee Monitoring Program

Here are some ways to utilise your employee monitoring program without having to deal with unsatisfied, stressed, and disgruntled employees.

Be Transparent With Your Employees

The first step to good monitoring is to let employees know that they are being monitored. Also ensure that they know why you are monitoring and be open to feedback. You can even explain your concerns, disclose what data will be monitored and how it will be used. Transparency is the best way to make employees comfortable with the fact that work is being monitored, while avoiding any feelings of mistrust.

Monitoring, not Surveillance

The ability to monitor might be quite addictive, as you get a sense of control. It is important that you do not micromanage, and get rid of unnecessary monitoring. You need to understand that the idea is to improve overall productivity, not pick out flaws. It is unnatural to always expect employees to be on their most productive.

Also ensure that you are able to guide employees as to where they are lagging, what they are doing right, and so on. If possible, hold regular sessions to discuss progress and take their opinions into consideration.

Have Policies in Place

Make sure you have made a copy of your monitoring policies available to employees. Check that it is legal and compliant, and let employees know the details so that they can adapt to it.

Use Dedicated Tools

Use tools and software that you know are secure. You would not put your client’s details at risk, and you should be equally careful about your employees and their privacy. Make sure your tools use all the major metrics required, without disturbing the work of employees.

 

These steps should make sure that your monitoring actions do not backfire in the office!