Whether your workforce is remote, hybrid, or office-first, employee monitoring is an empowering way to improve workforce productivity by providing greater insight into not only when employees are working, but how they are working.
Progressive organizations understand that employee monitoring, is merely a collection method for highly influential productivity indicators that contribute to productivity, efficiency, and employee engagement. When used correctly and with transparency, employee monitoring can shed light on people, processes, and technology
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Employee Monitoring refers to the tracking of employee activity data to monitor productivity, prevent data breaches, boost employee engagement and optimize inefficient workflows. Recently, modern employee monitoring tools have shown greater potential for comprehensive workforce analytics and employee productivity coaching opportunities. These modern tools let businesses optimize employee performance, boost employee engagement and reduce process efficiencies. By monitoring and analyzing employee work behavior, organizations can increase workforce productivity and become more profitable.
Employee monitoring and workforce activity data gathered by this method can be analyzed to find trends, patterns and correlations across teams, groups and departments to gain insight into business processes and how to improve them. This activity data includes application use, time spent on unproductive tasks and what time of day each employee is most productive. Employee monitoring gives companies an overall picture of how work is done in and out of the office, putting workforce activity data in context and providing insights for employers and employees alike to boost personal, team and corporate productivity.
Similar to internet monitoring, some of these programs allow employers to monitor desktop application usage. Data collected can be presented in incredibly detailed reports, highlighting how much time people dedicated to productive work, when the computer was passive and which applications have the most usage.
With GPS Tracking, a company car is monitored when in use. It may be helpful for delivery, courier and postal companies to track vehicles, to help drivers travel the most efficient routes. It can also be used for delivery status confirmation, recovering missing property and overall safety.
Insights from gathered data will help you build a more efficient team by highlighting the strengths and weaknesses of your employees. Seeing where people struggle and where people shine gives you the power to delegate tasks more efficiently. Matching the strengths and skills of your team members to the right job is incredibly vital and enables the team to produce their best work!
It is widely known that nearly 70% of Americans in the workforce are not fully engaged with their work.40% of Americans are not engaged at all. With employee engagement being such a large problem, companies need tools to help them determine who is disengaged, the reason for the disengagement, how much it is hurting their company and how they can help.
You can cut down on this loss by implementing workforce analytics and productivity tracking program. Successful, data-driven companies use the analytics that tracking software gives them to increase productivity, revenue, sales, employee retention, happiness and efficiency.
If you take steps to explain the types of data you are gathering and why, you can help alleviate these worries. Follow through with your plans to use the software only for purposes related to analytics.
Some states have taken a step towards privacy, though. In Connecticut and Delaware, employers must provide notice to employees before monitoring them. Before you install a software, be sure to check for any state-specific laws.
Insurance companies, colleges, design firms, schools and large international corporations are just some examples of teams who chose to analyze behavior. Even restaurants use a form of software that monitors waitstaff, tracking every relevant activity. Companies of all types are successfully improving their business process from metrics gathered by employee monitoring software.
Also, a major consideration is the way the system operates. Most can be put into two categories: User Input and Always On/Scheduled. Some workforce tracking software gives the control to the employee to keep track of each task. They use an application to record when they start, stop, or pause the project. All the data collecting is only done during this period.
Consider the length of time from installation to receiving reliable data ready to be analyzed. How long does installation take across your network? Do results start flowing into the analytic dashboard once installed, or is there a delay?
Sure, it may have all the features on your checklist, but are you able to change, modify, delete or add to them? Some businesses would prefer to mark social media sites as unproductive. But if your company relies heavily on Facebook, Twitter and Instagram for your marketing, then you might need to classify those sites as productive so you can factor that data in when you are analyzing performance. Every company is different. One size does not fit all. Customization is key to making the software work for you.
Employee monitoring software has been known to have complications with some anti-virus software. Prevent headaches. Ask a sales executive if there are any known complications with your anti-virus software.
With the right combinations of programs, the effectiveness of an employee monitoring system can be increased exponentially! Integrations with the software allow many apps to be automated or to talk to other apps. Find out if the system you are considering has this capability to make your life easier.
Arthur, the lead content creator on a marketing team, wants to cut down on the time the team sees and addresses comments on blog posts. The right activity tracking software can help with this! One solution is to create a webhook that delivers the comment to a Marketing channel on Slack. The comment is there for the whole team to see, dissect, discuss and decide what to do with it. Leave it alone? Respond? Use it for marketing purposes? Whatever they decide, their job of monitoring comments just got a whole lot easier!
That employers monitor their employees to some degree is a given. What may come as a surprise is the extent and means of such tracking, often involving advanced technologies, especially during the COVID-19 pandemic. According to research by the management consulting firm Gartner, within the first month of the COVID-19 pandemic, 16% of companies put new tracking software on the laptops of their remote employees, and by July 2020, 26% of companies were utilizing surveillance software. As reported by The Wall Street Journal, a survey conducted in July 2022 by the research group International Data Corp. found that approximately 67.6% of North American employers with at least 500 employees utilize some form of employee monitoring software.
Though more research is needed, some companies view employee monitoring tools as a potential means of improving worker efficiency, accountability, productivity and safety. However, such systems can give rise to legal claims, lower employee morale and inaccurate recording of working time.
California introduced in April 2022, but ultimately withdrew, legislation that would have regulated employee monitoring. The Workplace Technology Accountability Act (AB 1651) would have (i) required employers to notify employees in advance of any monitoring and explain how, when and why monitoring technology was being used on the job, (ii) prohibited employers from monitoring employees while off duty or using their personal devices, (iii) allowed employees to view and correct data about themselves, (iv) banned the use of facial recognition technology and (v) prohibited employers from using algorithms to decide if and when an employee is to be disciplined or fired.
State privacy laws. State laws that provide the following could also impact employee monitoring legislation in the future, even though they do not directly regulate employee monitoring:
Unfair labor practice charges. Because surveillance of employees engaged in protected concerted activity is legally prohibited under the National Labor Relations Act of 1935, an employer may be subject to an unfair labor practice charge if workplace monitoring unveils labor organizing efforts.
Employers need to consider whether and to what extent employee monitoring is necessary and track compliance with applicable federal and state laws, which are continuously evolving. Those engaged in monitoring must review their employee handbooks and applicable written policies to ensure they comply with relevant laws. For example, in New York and Connecticut, employers should have each employee sign an acknowledgment form stating they received notice of electronic monitoring, and post a monitoring notice in a conspicuous area in the workplace.
Even before Covid-19 sent an unprecedented number of people to work from home, employers were ramping up their efforts to monitor employee productivity. A 2018 Gartner report revealed that of 239 large corporations, 50% were monitoring the content of employee emails and social media accounts, along with who they met with and how they utilized their workspaces. A year later an Accenture survey of C-suite executives reported that 62% of their organizations were leveraging new tools to collect data on their employees.
Data show that 32% of employees who are monitored with tech during the workday by their employer report their mental health as poor or fair (as opposed to good or excellent) compared with 24% who are not monitored. Results show 45% of those monitored report their workplaces have a negative impact on their mental health compared with 29% who are not monitored.
We asked Behrend and Leslie Hammer, PhD, emerita professor of psychology at Portland State University and codirector of the Oregon Healthy Workforce Center at the Oregon Health and Science University, to outline ways employers and employees can address the psychological impact of electronic monitoring. 152ee80cbc
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