For many people, employee monitoring does not evoke the best associations. For example, with an annoying boss who constantly stands over your head and controls your every move. But is this really the case? 


What is employee monitoring?

This is a way for employers to keep track of employees' working hours, being able to see their involvement in tasks. 


Businesses that use special monitoring programs always know the answers to the following questions:

  • what resources employees use to complete tasks;
  • how much time they spend on a task;
  • when performing a task, what difficulties arise and what help is needed;
  • What distracts employees and prevents them from moving forward.


The main purpose of employee monitoring is to collect data on user activity that does not lead the company to its goals. The manager sees the finished reports in their personal account or receives them in an email newsletter.


However, not only managers, but also department managers and employees themselves have access to the reports. This makes it possible to implement a multi-level HR management system, where each manager is responsible for the activities of his or her employees. And employees, seeing the statistics of their work, can analyze it and learn how to manage their working time competently.


4 ways to make employees say YES to monitoring

With proper communication, employee monitoring can be implemented without negatively affecting the work environment. To motivate your staff to monitor, consider the following recommendations:


  • Create steering groups

As with any innovation, there must be people who have understood the issue, tested the product, and are ready to convey its value to others.


  • Develop a computer use policy and ask employees to sign it

The document should include rules for general use, the Internet, and security. Getting a signed policy ensures that employees understand the expectations for using company-owned equipment.


  • Train managers

Once the decision is made, start training management teams. If you've worked with a vendor to deploy an employee monitoring system, arrange for a representative from the vendor to give a demonstration of the product.


  • Have managers present the solution to their teams

Consider developing a presentation or short video that managers can use to explain the importance of monitoring to employees. It's also important to convey that time tracking is not used to keep tabs on employees, but to increase overall productivity in the company.


  • Collect feedback and questions from staff

The first days of use are especially important for communication. Create a form, anonymous if necessary, where staff can share their impressions of the monitoring.


  • Provide support

Respond to feedback and answer staff questions. This will help you position monitoring correctly and set up a good mood for employees from the very first days.

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