Employee Monitoring Software: Embracing it Without Hurdles

Introduction

Employee monitoring software is all the rage these days. It’s not the most attractive software but is known to produce great results for both employees and employers. But how can one implement employee monitoring software without affecting office culture? Not all employees are going to feel comfortable with a Big Brother-like figure watching over their every move. 

So what can business owners do to adopt employee monitoring software without affecting office culture? Well, it depends on the company and its priorities. Maybe your company needs to quickly improve its employees’ productivity. If that’s the case then go for it. But if your business’s key employees are firmly against the idea of an employee monitoring software, it’s your job to convince them of its numerous benefits. 

In this article, we’re going to discuss some ways through which companies can embrace employee monitoring software without compromising culture. 

Communicate your expectations

Share your goals and expectations with all your employees. It’s their right to know about your reasons behind wanting to monitor their work activities. Touch upon these specific reasons but in a way that stops employees from panicking and feeling as if their privacy is being invaded. 

Bob Aronson, a communication consultant, says:

“If communication is not your top priority, all of your other priorities are at risk.” 

Let employees know about your new policies

Business owners need to inform their employees about any major changes in company policies. Before buying employee monitoring software, employers need to write down all the new policies that will inevitably come up due to this massive change. Explain these new policies in a clear and concise manner so that misunderstandings can be avoided. Include them in a guide and make sure that every employee has read it. 

Milton Friedman, an American economist who received the 1976 Nobel Memorial Prize in Economic Sciences, says:

“One of the great mistakes is to judge policies and programs by their intentions rather than their results.”

Reproach those who don’t follow your new policies

Your new monitoring policies won’t be effective if no one follows them. First, give a fair warning to employees who break your rules. If they still don’t follow the rules then you need to take immediate disciplinary action. The effect of your new policies will diminish if no one takes them seriously. Also, your office culture will start changing for the worse if no one takes your policies seriously. 

Brandon Mull, an American author best known for ‘Fablehaven’, says:

“A rule is of no value unless the punishment is enforced.” 

Conserve important traditions

When the company is just beginning, certain traditions automatically start popping up. These traditions become a part of the overall culture and play a defining role in forming the overall image of the organization. Don’t forget about these traditions when you start monitoring your employees.  

Narendra Modi, the Indian Prime Minister, says:

“Over an extended period of time, if a culture does not entail any traditions…if there are no values…or if there is no awareness or social consciousness…a heritage tradition can never be developed.”

Acknowledge employee achievements and contributions

The employee monitoring software will eventually highlight productive and unproductive employees. As a business owner, you need to recognize these star performers. Don’t let them feel as if their contributions are not being taken into account.

To let your employees know that you’re being sincere, do small things on a regular basis rather than handing out yearly rewards. Employees like to feel recognized, especially by their superiors. And they would prefer to get acknowledged for their achievements more than once a year. 

Randolph Pausch, the American Associate Professor at Carnegie Mellon University, says:

“Showing gratitude is one of the simplest and yet most powerful things humans can do for each other.” 

All communication channels should be open

Establish open communication with your workers. Not all employees are going to easily adjust to employee monitoring software. Actively listen to their complaints. Their concerns should be addressed. Employees should feel as if their reservations are being heard. But make sure that this communication is done in a respectful manner. 

Jeffrey Morales, CEO of the California High-Speed Rail Authority, says:

“Communicate in a respectful manner – don’t just tell your team members what you want, but explain to them why.”