In the modern workplace, technology is everywhere, and so are tools to optimize employee monitoring. It is no doubt that employee activity monitoring software provides several advantages, such as increased productivity and better cybersecurity, but this also raises legitimate concerns surrounding privacy. This article explores the impact of workplace surveillance, delving into the consequences of workplace monitoring and giving useful tips for employees to manage surveillance tools in their workplace. An example of such software that is sometimes utilized is Controlio.
Think about walking into a company’s house of premises, and each workspace has devices ready to record you from every click or pause to every action you take. This is disconcerting and feels uncomfortable, but is what many employees are already facing. The truth is that the use of monitoring software by employees is on the rise. Specialist researchers estimate that one in three companies uses some form of employee monitoring. This trend demonstrates the need for employees to learn how to deal with these harsh tools.
What does employee monitoring entail? These systems can record almost everything that an employee does, from browsing websites and utilizing applications to sending and receiving emails, and even their keystrokes. This level of oversight is often facilitated by employee activity tracking software, such as Controlio, and while employers may assume this information is for streamlining processes, enhancing security, or ensuring rules and regulations, it is comprehensible that employees themselves will certainly have reservations towards being monitored to this extent.
Approaching this situation requires knowledge and strategizing. Here are a few ideas:
- Understand the landscape. Do not wait for a potential problem to come up. You should actively try to learn about your company’s policies related to employee surveillance. Your employment manual, as well as your IT policy, will be a good place to start. Knowing what is being revealed and why can help calm many fears.
- Research and review. As with buying any new gadget, you should investigate employee monitoring software before purchasing. In particular, what does the software do, and how is the data captured used? Knowing the technology used puts you in a better position when you are talking to your employer.
- Open communication is key. You do not have to keep quiet regarding your reservations and concerns. Go ahead and speak to your supervisor or the HR department. Ask them to clearly explain the objectives and boundaries of the monitoring. Having a frank discussion goes a long way in building trust and may lead to changes in monitoring policy. Sometimes it is good enough just to express your concerns.
- Considerations: Should you wish to express a concern with a certain aspect of monitoring, you may suggest alternative solutions to the employer. For example, are there other settings that can be used or different ways to attain the same goals? Being able to meet one another in the middle is often beneficial.
- Be Aware of the Privacy Laws: Get to know your legal rights on issues that concern privacy at the workplace. Having information about privacy laws gives you leverage and the ability to self-advocate.
- Concentrate on Output: Proving one’s worth as an employee is one way to address concern about company supervision and monitoring. It all comes down to working on productivity, deadlines, and team contributions. Your work does a lot of talking, and such results can relieve concerns about constant supervision.
Monitoring employees is hard to ignore in today’s workplaces. But remember, it doesn’t have to be a constant source of stress. You will be able to navigate through this landscape if you take proactive steps, communicate openly, and most importantly, know your rights. The aim is to achieve a balance between productivity and privacy at the workplace. To truly understand the implications and best practices, though, often requires expert analysis. Let me ask you this: What steps will you take to adjust and make sense of your company’s monitoring practices? Take a conversation first step here.
