In this article we wanted to share with you a topical issue that many HR professionals are currently debating.
As we all know, working from home is now considered the ‘new normal’ and we have all heard of Orwell’s ‘Big Brother’, but did we ever think it would mean that businesses would be monitoring employees’ computer usage without them even realising or consenting?
Employee tech monitoring vendors such as Prodoscope and Hubstaff have reported that during the COVID-19 pandemic, the number of businesses trialling their software has more than doubled and there has been a massive 87% increase in online queries surrounding ‘surveillance software’ since the initial nationwide lockdown was announced in March last year. Some employee monitoring tools observe the amount of time employees spent on certain websites and applications, such as Slack, Facebook and YouTube. Others are able to take screenshots of employee’s computer monitors at random times to make sure they are on task. In extreme cases, employers are monitoring every key their employees press or observing their employees’ screens in real time using applications such as TeamViewer.
Whilst it may be understandable why many businesses are taking this route (and we have no doubt that an element of employee monitoring tools is an effective method for maintaining a consistently high level of productivity during these unprecedented times) some comment it is a quick fix to a problem that was sprung on organisations almost overnight.
In addition, implementing such tools could lead to damaged employee relations. Monitoring working hours or computer usage may be considered as a lack of trust from your employees’ perspective and it’s unlikely that these feelings will dissipate when they return to the office.
In some cases, implementing a degree of employee monitoring may be the right decision, however, we recommend taking steps to improve engagement and productivity through other means before turning to technology. For instance, line managers should be regularly checking in with their team members not only to ensure they are on task, but also to provide support and connection, which many of us have been missing since being plunged into a further lockdown. Employers should also show understanding for those who are underperforming during these times given the events of 2020. Members of your workforce could have a multitude of reasons for reduced productivity. If, prior to the outbreak, they were a reliable member of the team, there could be external factors causing their underperformance. In addition, managers should be careful about what data they choose to use from a performance management perspective, as such data should only be used as part of the process if the employee has been fully informed and is aware of the performance exceptions.
That being said, there will be cases of employees who are enjoying the freedoms of working from home a little bit too much. Employers should therefore focus on individuals on a case-by-case basis, opening honest discussions with them and checking on their wellbeing before assuming the worst.
From a legal perspective, the use of monitoring software is somewhat unclear and therefore we would advise that employers be transparent with their employees if they choose to use such tools to monitor employee productivity. An employer should also ensure that their obligations under data protection laws are factored in and seek advice if they are unsure. Be open with your staff and explain what personal data will be collected, what it will be used for and how long it will be kept. Failure to do so could undoubtedly lead to a rise in court cases, with employees feeling that their employer has violated their privacy. Finally, ensure you have clear written policies and procedures in place regarding monitoring at work. This topic will no doubt be something to debate for some time to come. If you’d like to discuss any aspect of monitoring employees at work, get in touch and we would love to chat.
