How to Monitor Your Employees the Right Way

The recent unprecedented shift in businesses from working in predominantly office-based environments to large remote workforce components has also resulted in many other changes in the way businesses operate on a day-to-day basis in a post-pandemic landscape. One of these changes is the growing need for increased employee oversight.

This is not just about secure information or protected data, such as financial or payment information, or personally identifiable information about customers, but also for mundane things like productivity and timing.

Since you don’t have the ability to stop at an employee’s desk and see how they’re doing on a particular project, or correct a time punch, there has been a great need for pivot and shift. ‘adaptation. Here are some of the best ways to implement monitoring processes with your employees.

1. Make an effort to be transparent with your employees

It is incredibly important. Many employees may become suspicious or even suspicious of a sudden deployment of monitoring software or associated policies. However, when these transitions occur after an open and honest discussion of the reasons and expected outcomes, the reception is often much warmer.


Explain how the data will be collected, what data will be collected and how this data will then be used. Also take this opportunity to allay fears of invasion of privacy.

2. Incorporate self-monitoring tools

There are many effective control tools that can be properly used by the employees themselves, entry by entry. These tools often include things like activity logs, project roadmaps, and team checklists, to help individuals and teams more effectively track their progress and mark items with priorities. different as completed.

Some will even find success in having their teams use a employee hours tracking, rather than traditional clocking or payroll management services. This means that the entire payroll process can be streamlined, from initial data entry to time recording. Even corrections and audits are no problem.

3. Make sure there is a carrot at the end of this stick

If you are going to monitor with the intention of ruling on compliance and membership with an iron fist, you will find that your morale drops quickly. By offering the velvet glove instead, and rewarding compliance and solid work effort, you can create an incentive monitoring system.

Some even go so far as to gamify their monitoring and timing processes. Highly rewarding employees who not only follow company policies, but also meet closest schedules and deadlines. By using this method, you can increase compliance and morale simultaneously.

4. Continuously assess your systems for bias

It is important that, even when you think your system is working well, to inspect and evaluate it on an ongoing and consistent basis in order to detect any potential bias or discrimination. This means ensuring that your system does not exert disproportionate pressure on marginalized populations. In most cases, this means monitoring the level of review of subordinate roles, where marginalized populations often occupy more positions.

5. Get first-hand accounts

Of course, technology watch is often the most complete and detailed, but it is also the most serene. One of the best ways to monitor your employees is to simply ask around and get a feel for what others are thinking about their performance. Talk to other employees, customers, customers, suppliers, etc.

While you can get some feedback that should be taken with a grain of salt, you can get some surprising information as well. These are not impressions, but details and descriptions. Make sure to follow these channels as well, so that you can take advantage of a constant flow of information.