In today's business environment, where competition is too great and productivity requirements are constantly increasing, employers are looking for effective ways to monitor the work of their employees. One of these methods is employee monitoring. However, the question arises precisely when there is a transition from normal supervision to systematic control. When is employee performance monitoring necessary and when can it be harmful?


When is it necessary?

Increased productivity: One of the main reasons for implementing monitoring is the desire to increase productivity. This may include tracking working hours, evaluating performance and identifying opportunities to optimize business processes.


Security and privacy: In large companies, especially those that work with sensitive information, monitoring may be necessary to ensure data security and identify potential threats.


Ensuring compliance with company rules and policies: Monitoring allows you to make sure that employees perform their duties in accordance with established company rules and policies.


Telecommuting: In a world where telecommuting is becoming more common, monitoring can be useful to determine the effectiveness and productivity of remote employees.


How can it hurt the business?

Violation of privacy: very intense monitoring can cause anxiety among employees and violate their privacy. If this happens without discussion and warning, it can negatively affect employee morale and motivation.


Loss of creativity and autonomy: very tight control can lead to the loss of creativity and autonomy of employees. If they feel that their work is being scrutinized at every step, it can reduce their motivation and effectiveness.


Lack of trust: very intensive monitoring can lead to a feeling of lack of trust on the part of the employer. This can affect team relations and the general climate in the company.



Employee performance monitoring is a powerful tool that can be useful in certain situations. However, it is important to balance its use with the needs of the company and the rights of employees. An inclusive dialogue can help create a monitoring system that is effective and beneficial to all parties.

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