Performance Through Employee Monitoring

More Performance Through Employee Monitoring? A Myth!


If you monitor the attendance times and activities of employees, they work more, seems to be the opinion of many employers. There is no other way to explain why so many companies use surveillance software. But where does surveillance begin? And how does it actually affect productivity? That was the subject of a recent survey.

When you think of employee surveillance, the first thing you probably have in mind is the surveillance camera in offices. But there are also a number of software programs that are suitable for employee monitoring. This seems pretty practical, especially when there is a risk of losing control in the home office.

The software recommendation portal tapapp conducted a survey to find out how many companies use such programs and how they affect employees.

How Many Businesses Use Monitoring Software?

The survey asked 1,105 part-time and full-time employees, including 396 managers from companies with 50 to 250 employees. It is therefore by no means representative, which is why the figures should be treated with caution. Nevertheless, a picture of the mood can be. Derived and this shows that almost 40 percent of the executives surveyed use monitoring software.

Where does surveillance start?

According to the survey, the programs used are not just about recording video calls. Services that are not automatically equated with monitoring, but can be used for this purpose, also appear: for example, software for recording working hours or utilization. It shows that programs that actually invade the privacy of employees, for example by recording digital communication or the location of the company cell phone or vehicle, are. Used very rarely. Much more common are time and workload management systems.

What Are the Benefits of Employee Monitoring?

The question may be allowed on the basis of the above. After all, programs for (digital) time recording or for an overview of the current workload of employees are to their advantage. Managers can thus keep an eye on the healthy working methods of their team members and recognize early on when there is a risk of overload. A sensible step in burnout prevention. However, if these programs are only used for control and executives do nothing to prevent overtime accumulation, these advantages fizzle out – and turn into disadvantages.

What are the disadvantages?

distrust. That one word sums up a whole host of downsides that can come with employee monitoring. If employees feel that programs such as time tracking systems are. Not used to prevent overwork, but only to control (perhaps with the indirect pressure to work overtime to appear diligent), this means a massive loss of trust.

Surveillance can foster mutual distrust.

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Other systems that record video calls or secretly take screenshots in video meetings also promote mutual distrust. This leads to an overall negative corporate culture, more digital stress and, according to 42 percent of those surveyed – a deterioration in work ethic – the X/Y theory sends its regards: Whoever believes that employees have to be. Controlled because they are lazy and unwilling will breed lazy, unwilling employees.

Where does employee monitoring make sense?

As already mentioned, time recording or workload management systems make sense. In some cases, it may even make sense to record a video call – for example to inform absent employees afterwards.

Employers are obliged to record working hours!

Apart from the usefulness, labor law also plays a role in the topic of time recording. Employers are obliged to record the working hours of their employees in order to be able to determine if the maximum working time is exceeded.

Are employees aware of surveillance?

In any case, it is important that everyone who is. “Monitored” knows when and for what purpose something is being. Recorded and whether or how long the data is being stored. But there is still a problem here, as the getapp survey shows: while 38 percent of managers state that they use monitoring software, only 21 percent of employees state that this is. Done in their company. So many are not aware that they are being. Monitored in any way.

Surveillance may also not be perceived as such. As mentioned at the beginning, we tend to associate “surveillance” with an unwanted invasion of privacy. It seems obvious that time recording systems for the employees surveyed. Are not seen as monitoring programs.

Why do employers monitor their employees?

That’s what getapp wanted to know, too, and was. Given laudable reasons: Managers want to use monitoring software to get a better overview of day-to-day business operations, overtime and employees’ need for support. Unfortunately, it was not. Ascertained how often corresponding measures actually follow this overview.

When asked about the reasons, the proportion of executives who stated that they did not use any monitoring software was. Also asked. And that is the majority at 61 percent. Why? Because there is simply no reason, since there is “enough trust in the team”, is the answer. Given most frequently. The survey does not show how these employers regulate the recording of working hours and whether these managers simply do not classify it as monitoring. However, that should not detract from the positive final message: the majority of the managers surveyed trust their employees. That’s gratifying.

About Author

Sarah Noah Liam is a 28-year-old Software Management person who enjoys programming, ems software, best employee monitoring software and screen recording. She has a post-graduate degree in Computer science. She was raised in a happy family home with loving parents.

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