And as remote work becomes more and more common , the challenge of unifying a group of people has taken on a global dimension. This blog post from Halogen Software really drives home why successful delegation is mission-critical: it fosters collaboration, develops your employees, makes you more productive, increases team trust, and lets you focus on the bigger picture. When you know who struggles with what and conversely, who shines at what , you can hand out tasks appropriately.
Administrative work is the bane of your existence, right? With the right employee monitoring app, however, you can automate a large portion of your administrative duties. Corey Ciocchetti, Associate Professor of Business Ethics and Legal Studies at the University of Denver, writes , "It is more efficient to monitor employee hours via software as opposed to on paper as it reduces hours inflation and human errors. Finally, apps like Hubstaff offer flexible reporting options.
When you need to pay taxes or invoice a client, you can generate the right report instantly—no more hunting down random files or spending hours in Excel. Chapter 3. Despite the many advantages, there are drawbacks to employee monitoring as well—many of which you can probably anticipate. Unsurprisingly, this feeling of distrust and suspicion can harm the relationship between managers and their workers.
Back in , an employee whose company installed a camera in the workplace said:. The same employee also said being monitored was incredibly stressful. Unfortunately, many others have said the same. As this article in the Online Journal of Applied Knowledge Management points out , "People, the employees, by nature generally tend to desire more freedom and less monitoring.
Many people and organizations are against monitoring the activities of people in the workplace. Ending up in hot water with the law is never good for business. What if you could get all the pros of employee monitoring, without any of the cons? But before you learn how to design an employee monitoring system that your employees will actually like, you need to learn how to design a legal one.
Chapter 4. When it comes to employee monitoring, there are several things you should be aware of. Also, despite the lack of federal laws, many states have established their own laws. On employer-owned phones, you can listen to what your employees are saying. Also, none of these rules apply to personal calls. Step 1: Provide the tracking equipment. Chapter 5.
Sample internet usage policy
To determine the best strategy for your business, there are multiple factors to consider. Will it help our business be more effective? Will it help our business avoid liabilities? Will it help our business with an internal investigation, or let us spot problems before they develop? Sarah is the CEO of a design agency. Sarah also regularly hires freelancers for one-time assignments. So, Sarah starts looking at employee monitoring systems. Will Toggl improve the business? Assuming no one abuses it, yes. Will it help me avoid liabilities? Probably not.
Will it help with internal investigations or issue prevention? Will Hubstaff improve the business? Hubstaff makes payment accurate down to the second, so it helps you avoid financial battles. Yes, because if a problem crops up with an employee, whoever manages that person will know immediately. As you can tell, this three-question framework will transform a seemingly tricky decision into a simple one. If your employees are constantly traveling to meet clients, using a GPS tracking system is probably the best choice.
The same goes for email, phone, and voicemail tracking. In other words, integrations let you effortlessly move data from one app to another—so time-consuming, repetitive tasks are automated, and none of your information gets stuck in one place. Integrations are extremely powerful. Chapter 6.
Like we said, employee monitoring comes with its fair share of risks. Fortunately, following a couple of general guidelines will help you avoid every single one. In fact, you can even get your employees enthusiastic about using one of these systems. So, how do you get buy-in? First, prepare a presentation for your workers. In any case, you should have a detailed explanation of how this system will improve the business , and more importantly, how it will help your workers.
As in the case of Jim Sullivan, employee monitoring shows which team members are excelling. Nathan Watson of the Indiana University School of Law says the vast majority of businesses that monitor employees provide notice to those employees. Be written in plain language, without any jargon or obfuscating terms Cover each type of monitoring being used, how regularly the monitoring will take place, the kind of information being collected, what will be done with that information, and how long that information will be stored Require each employee to acknowledge he or she has read it Be distributed or published before the employee monitoring has taken place Include any relevant legal provisions Address what employees should do if they feel the policy is being violated, or if they have suggestions to improve it We recommend setting up a Google Forms or Typeform survey so they can anonymously provide feedback.
The first feature—plain language—is especially important. If you find yourself using unnecessarily abstract or vague terms, rewrite the policy to make it more human. The Company has the capability to access, review, copy and delete any messages sent, received or stored on the email system. The Company reserves the right to access, review, copy D- 10 or delete all such messages for any purpose and to disclose them to any party inside or outside the Company it deems appropriate.
To make sure nothing sketchy is happening via email which unfortunately is something we have to worry about , our company uses software that lets us open, read, copy, and delete any message that goes through the email system. That means any message that an employee has sent, received, or saved on the system.
We can also share these emails with anyone whether they work at this company or not. Anything you can do to facilitate the transition is worth doing. Are you using new software? Train your employees how to use it. Try to make the sessions fun and engaging. Or, your team is remote, so you promise Starbucks gift cards to the five team members who participate the most during the webinar.
Check out these onboarding best practices. If you were me, what would you change?
How could we improve the system? What do you least like about it? What do you most like? How could I do a better job conveying why this system is important and even essential? Instead, ask for an alternative.
Here are ten reasons to monitor employee internet.
Despite this increase, the monitoring of employee time and use online is a signal of distrust and incongruent with an employee-oriented culture that regards employees as the chief assets of the company. Electronic surveillance of employees at work can yield results that are beneficial to the employer in controlling abuse.
They can protect an employer's interests in a lawsuit—or not—depending on the nature of the situation.
But, there are powerful reasons why an employer might not want to use employee internet monitoring. Avramidis says that this decision depends on the company and the work environment an employer wants to create :. Companies that employ new college grads, who have absolutely blurred lines, and are online all day, are an example.
On days like Cyber Monday, Black Friday, the NCAA championships, and other popular events , employers might be tempted to overreact to employees shopping and watching games online. And, employees may feel as if they need to sneak and cheat to do their internet activities. But, a healthy balance benefits all parties. Employers may want to think twice about developing and implementing policies that forbid all personal online computer use during the work day with employees who are still answering emails at 8 p.
Employees must also practice reasonable internet use for personal shopping and the like at work. Few employers will quibble over a few minutes to place an order, but many deservedly object to an employee comparing prices online for half the workday. It would behoove employees, to understand their employer's internet, email, and computer policies and expectations.
Over half of all employers surveyed had fired employees for email and Internet abuse. Employers who have fired workers for email misuse did so for these reasons: violation of a company policy; inappropriate or offensive language; excessive personal use; or breach of company confidentiality rules. Know your employer's policies about the internet and email use. Because the percentage of employers monitoring computer behavior is rising every year, what you don't know or pay attention to could hurt your standing with your employer.
Most employers don't mind some or a small amount of computer use for personal business at work. You need to know how your employer defines some. It's a choice every company has to make. And, more and more companies are choosing to monitor employees and their online use. I don't recommend employee internet monitoring. Online abuse of time does occur in workplaces. But, employee internet monitoring is an overbroad reaction to the activities of a small percentage of employees. It contributes to an environment in which employees feel untrusted.
It causes employees to waste energy worrying about whether what they are doing is okay or not, and it encourages a 9 to 5 mentality.
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Communicate the policy using lots of examples so that employees are not confused about their requirements. Train your managers and supervisors about how to establish and maintain the expectations and policies of your workplace. Train them to recognize when an employee might be abusing internet time or sites at work. The IT staff, in the example above, had been given clear guidance and training about what to watch for in potential cases of internet abuse. Rather than monitoring all employee activity online, they selectively monitored when they thought a potential problem might exist. Develop and maintain a culture of trust.
Developing an environment in which employees self-monitor personal online time at work is the most effective approach. Deal with employees who are over the line on a case-by-case basis.
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