We want to list the areas in which employees can generally be monitored. Please note that while certain tools exist on the market, their use may be strictly regulated. It is therefore advisable to inquire on a case-by-case basis.
Employee Monitoring Features:
- Time Management: Total time spent on individual tasks, time spent on projects, work calendar
- Workload management: task lists, work plan, goals and KPIs (key performance indicators)
- Attendance: Registration/deregistration time, active/inactive time, attendance, sick days
- Computer activities: internet access, time tracking, web browsing
- Active and inactive time: mouse movements, keystroke capture, logon/logoff time
- Workspace: Video surveillance through webcams, time-lapse photos or screenshots
- Audio calls: phone usage
- Digital communication: e-mails, chat messages, video conferences
- Social Media: Use of Personal Accounts
- Location: GPS and vehicle tracking
- Health and Fitness: Technologies and wearables to measure physical well-being
Not all types of surveillance are equally invasive or privacy-sensitive: there’s a big difference between tracking attendance or capturing log-in/log-out times and monitoring the workplace with video recordings or taking screenshots of employees’ screens.
Here are the aspects for which the monitored respondents have explicitly given their consent (e.g. received a document informing them and approving it).
The workforce benefits most from time and workload management. However, employees are also monitored beyond this. The monitoring of computer activities and the work area encroaches heavily on the privacy of employees. Also note that 8% have not signed a practice monitoring agreement.
Certain practices should be used with caution. For example, video recording a screen should only be used for training purposes to respect all privacy-related matters (e.g. passwords or personal correspondence).
Some of the measures are open to interpretation, such as B. productivity, and should correspond to a proportionate assessment. Time spent on an application does not necessarily mean better performance. Analysis of other indicators should be considered in order to meaningfully assess a person’s work.
Employees feel pressured to accept surveillance
63% of monitored employees say they have felt pressure to accept employee monitoring by their employer. 27% have accepted surveillance because they wanted to and 10% are unsure.
62% of employees who are not monitored by their employer say they would not consent to being monitored if given the choice. For half, it would even be a reason (among other reasons) to change companies if surveillance is introduced.
This should definitely be considered by companies when considering introducing surveillance measures. It is important to introduce measures that help employees and to communicate this correctly.
What are the advantages of employee monitoring?
Monitoring measures can also serve to protect employees from mistakes, overtime or insufficient recognition. These are the top perceived benefits of employee monitoring:
- Employers have better insight into day-to-day operations (39%)
- Errors can be detected before they become serious (39%)
- Employees have proof of their work (36%)
- Employers have a better overview of who is doing the most or the least work (34%)
- Employers can ensure that employees are never underpaid e.g. B. because they work a lot of overtime (31%)
Employee monitoring makes it easier for employers to determine how a particular employee is performing at their job, what their attitude is toward the company, and overall morale. These insights can not only help the employer to identify inefficient employees, but also to identify efficient employees in order to promote them more.
The majority of employees find employee surveillance negative
The mood towards surveillance is clear. The majority of employees (62%) find that employee monitoring tools are generally negative for the company.
Here are the top five concerns about employee surveillance:
- Invasion of privacy (58%)
- Negative impact on trust (54%)
- More stress for staff (44%)
- Negative impact on morale (42%)
- Concerns about privacy rules (41%)
Increased stress, low morale and damaged trust in the employer. These are consequences companies that monitor their employees need to be aware of. Employers need to consider whether the benefits of monitoring really outweigh and justify or balance the increased stress. Furthermore, the monitoring is subject to very strict rules, including those of the GDPR. In the event of a violation of the proper collection or storage of employee data, companies face serious consequences.
About Author
Sarah Noah Liam is a 28-year-old Software Management person who enjoys programming, ems software, employee monitoring systems and screen recording. She has a post-graduate degree in Computer science. She was raised in a happy family home with loving parents.
