In the wake of the Covid pandemic, remote working became a common practice. However, monitoring remote employees is easier said than done. Even more challenging is monitoring employee productivity without direct supervision.
Fortunately, every problem has a solution; in this case, the answer is remote working surveillance technology. Keeping track of your employees' activities has several advantages for your organization- but only if implemented properly.
Remote employee monitoring is like walking a fine line. Without proper implementation, this tool and the practice that comes with it could have disastrous consequences for your workforce, organization, and reputation.
Much has been written about the importance and benefits of employee monitoring. This blog, however, lists all the mistakes you should deftly avoid with remote employee monitoring.
Mistake 1: Keeping your employees in the dark.
One of the cardinal rules of employee monitoring, whether remote or in-premise, is to maintain complete transparency from DAY 1. As soon as you decide to invest in remote employee monitoring software, you must inform your workforce before proceeding with the process.
Remote employee monitoring is a massive organizational shift, and it is only fair that your staff are the first to know about it. By informing your employees, you can:
In this context, it is sensible to be transparent about the practice, from how it will be implemented and what data you will be gathering. You may run a demo or send a demonstrative video explaining how the software works and how it does not invade their privacy.
Mistake 2: Monitoring employees without a policy.
Any organizational practice must be policy, protocol, and procedure-based, and employee monitoring is no exception. Lack of a firm approach to something as sensitive as employee monitoring can cause confusion, anger, and mistrust when you start monitoring them.
You will comply with the law if you have a policy that details how data is collected, stored, and used. You can also be in your employees’ good books when they realize this policy has their best interests at heart.
Mistake 3: Collecting employees’ personal data without prior information.
Most employee monitoring software will allow you to monitor and collect information like:
Defining the rules for collecting personal information and the purposes for which it can be collected and used will keep you safe from data protection laws. It is vital that your staff knows they are being monitored and that specific data about their work process will also be gathered. Such protocols are also key to shielding your company from unwanted lawsuits by disgruntled employees.
Mistake 4: Being careless with employee-related data.
Compromising data safety is a complete no-no, especially regarding employee data such as payroll and work processes. Insufficient data protection measures can have significant repercussions when it lands in the wrong hands. Implementing a data protection policy is the first step to securing employee data. The policy should clearly state the following information:
Mistake 5: Keeping a tab on unnecessary metrics.
Monitoring remote employees must align with your business goals and remain within its parameters. Most software measures various metrics to ensure staff remains efficient and productive while working from home.
This freedom, however, does not give employers the right to keep a tab on every single activity. It is an invasion of privacy that invites unwanted trouble. Make sure you select a remote employee monitoring software that gives you customized reports and contains only the information you need.
Mistake 6: Being inconsistent with rules and policies.
Remote monitoring is still a sensitive practice that must be handled carefully and diligently. You must ensure consistency with all your employee monitoring policies for two main reasons:
Also, never make the mistake of subjecting only specific teams to monitoring. It will lead to feelings of discrimination and inequality amongst your workforce and only land you in more legal trouble.
Also Read: Time Tracking Solutions For Your Employees By More/Hour
Mistake 7: Tracking employees on breaks and off the clock.
Keeping a hawkeye on employee activity while they are on breaks or leave is entirely out of the question. Business leaders must understand that employees cannot work like robots and that taking a break from work is okay.
With most remote employees using their personal laptops and PCs for work, employers should refrain from tracking how they use the device outside work hours. For example, tracking how your employees spend their work hours is fine, but monitoring their social media activities after office hours is unacceptable. It is imperative to respect employee privacy and track only work-related activities.
Mistake 8: Micromanaging remote employees.
It is sometimes complicated for employers to control workflow and ensure employees stay on task when they work from various locations. Since they lack the control of direct supervision, some employers may feel inclined to monitor their staff every single minute. It may ultimately lead to micromanaging the workforce with excessive surveillance.
Essentially, micromanagement is unhealthy in any work environment, and no employee likes being under constant surveillance. They may lose their passion for the job and the organization and may not want to put in extra effort at work. Eventually, they may even quit their job.
It is best to choose to monitor software with check-in and check-out options to give employees control over the tracking process. When they need a break, they can temporarily stop the tracker. It is the best way to ensure efficient tracking without any privacy violations.
Employee tracking is more than just a technical process. How you handle it dramatically impacts your workforce morale because it involves trust, privacy, and employee rights. Choosing an employee monitoring software like More/Hour allows you to implement the right monitoring practices without worrying about blunders. Contact us! Call our team in Chennai for more insightful guidance about remote employee monitoring.
