If you want to track the activities of your staff over a working day, it’s possible to do so with employee PC monitoring software.
Although some members of staff may have concerns over the ethicality of the technology, if your business uses it appropriately then everyone can benefit.
In this guide, we look at how your business can take advantage to improve your productivity.
Employee monitoring software—the basics
It’s important to remember this isn’t about individual surveillance. The software allows your business to keep an eye on the activities of your workforce, as well as the level of engagement with tasks.
It helps you to keep track of:
- Attendance—including absenteeism and presenteeism.
- Security standards.
- Proof of the number of hours worked.
While some members of staff may worry about an invasion of their privacy, the purpose of the technology is to improve productivity and the quality of work.
Take time to explain this to your staff—or add details of your policy into your employment contracts and company handbook.
The types of employee monitoring software
There are many types of employee monitoring tools you can consider using. These include:
- Software: This includes the likes of screen monitoring software so you can keep track of the activities your employees undertake.
- Telephone monitoring: Keeping an eye on phone calls and text messages, to ensure staff aren’t procrastinating.
- Email monitoring: Keep track of employee messages in and out of the business.
- Location monitoring: Know where your employees are at all times—useful, again, if you have remote staff.
- Keylogging: Track the typing your staff do across their keyboards to ensure they’re staying on track with their work tasks.
As you can see, there’s a wide set of options available. But the most popular choice for businesses remains with employee activity monitoring software.
You can use it to examine how your employees work. As well as gathering gather data to gain an understanding of how departments function.
This can lead to many benefits, such as bringing in new software or training opportunities to ensure staff can continue to up their productivity levels.
But there are plenty of other advantages, too. We’ll take a look at them now for you.
The benefits of employee monitoring software
Here are some of the main reasons why you can gain serious return on investment (ROI) form this technology:
- Real-time monitoring for remote workers: If you have staff working from home, you can monitor their activities. Setting KPIs also helps with this.
- Generating detailed reports: With the data you gather, you can examine productivity levels, the time across tasks, and if an employee needs additional equipment or software. In the long-term, this can ensure your productivity levels continue to grow.
- Automatic monitoring: Cloud employee monitoring software automises many of your requirements, which saves you a great deal of time.
- Billing accuracy: If, for example, you’re a digital agency, then you can bill your clients with precision accuracy. The software will monitor how much time your staff spends on specific tasks, which makes working out charges much easier.
- Employee skillset improvements: The data you gather will highlight individual employee strengths and weaknesses. This can lead to training opportunities for professional development.
So, when you monitor employee computer activity this isn’t primarily about ensuring staff are working on their tasks.
There are a variety of advantages to keeping track of tasks. However, you should still respect your employees’ rights.
The laws on employee monitoring
There are employment laws to consider when implementing any type of employee activity monitoring system.
The Data Protection Act 2018 details what you can and can’t track with regard to data, images, or a drug testing policy.
This is why it’s essential to explain your policy in your contracts of employment and/or company handbook.
It’s very important to get across to your employees all forms of monitoring you have in your workplace. Whether that’s CCTV, software, or anything else.
If you don’t tell them, the employee may resign and then claim an unfair dismissal. But you should always look to solve an employee dispute in amicable fashion, so it doesn’t turn into a legal dispute.
Explaining your policies clearly in your contracts and/or handbook is good business practice. Explain the amount of monitoring you’re undertaking and the reason for this.
If you don’t, you could breach the Data Protection Act 2018.
So, detail all of your monitoring tasks. And if your employees have any question, prepare yourself to respond to them in detail about what you keep track of.