Companies have utilized technological advancements to be competitive and thrive in the world of business, and to be able to do so, their management must involve employee monitoring in the workplace. Implementation of such monitoring policies could be beneficial to business owners, but oftentimes hurt employees’ right to privacy. How can this be resolved and be a win-win situation for both parties? Read on and find out how.
Work Out Employee Rights with HR Technology
As managers, you would want to purchase the best method to monitor your employees. But be reminded though that you should consult with concerned departments such as IT and legal department before implementing monitoring systems. These departments could know what kind of monitoring system is appropriate to employ that could have no complications with your worker’s rights. As such when you put in tracking systems on your employees’ computer usage and find out that they have wasted time doing non-work related activities, this would give you a valid reason for using a monitoring system.
Use Appropriate Employee Monitoring Tactics
You can have the best of both worlds when you balance out monitoring your employees in the workplace while ensuring that their privacy is considered under the law. But how do you go about monitoring them without trampling on their privacy rights?
Well, you can discuss with your legal team reasonable ways to address such legal concerns. For example, upon hiring an employee you as managers could point out your policy regarding monitoring systems. You could also make them understand that personal agenda must be separated from work. Though it may be difficult as in the case of work from home personnel or those using company phones or computers, there is reason enough for you use tracking apps to monitor and determine if there is a misuse of company-owned devices.
Likewise, be open and talk to your employees with their concerns regarding monitoring systems. Let them know your purpose of installing tools such as GPS locators or phone spy apps is only for transparency and full disclosure. This may also be a way to remind employees if they have fallen off track from the standards of the company.
Consider The Do’s and Don’ts of Employee Record Retention
HR managers often deal with the records of employees, whether to retain it or not. To make room for new employee information, companies need to purge out files and dump them out. Work with your HR team to sort out all the important records from unnecessary ones.
While it is proper to install employee monitoring systems in the workplace so companies could reap an array of benefits, we could not discount the fact that this could leave a dent in the trust and loyalty of employees to the company. As it may seem that their privacy is not safeguarded with such systems, executive heads could work out with employees’ privacy policies and guidelines in using tools to monitor them at work and meet half-way leading to a better and healthier workplace.
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