Workplace surveillance technology has been around for years, historically being used to tackle issues with productivity, efficiency, prevent fraud or protect trade secrets. However, 2020 has seemingly brought on a new use for the software occasionally referred to as ‘spyware’.
COVID-19 has exponentially changed the way we work, specifically where, and as a result, there has been a dramatic rise in demand for surveillance softwares that monitors employee activity.
The COVID-19 challenge
Even though remote and flexible working were widely practiced before the pandemic, COVID-19 has left managers facing many new challenges with many staff operating completely remotely. The specific activities of those working at home are much harder to monitor, leading to concerns around how hard employees are working and whether they’re engaged for their contracted hours.
Whilst this is not necessarily the case across all industries, with the ability for managers to physically monitor their team removed, some are resorting to other tactics.
Understanding work behaviour through software is not new and can have some benefits, including increased security and anonymised insight for managers, aiding them to identify resource or training challenges ahead of time.
Recently, the use of surveillance software has been widely debated. In the US, many businesses have adopted these strategies without employees’ knowledge. From tracking the hours a specific user spends on specific sites or programmes or ‘idle time’, it’s clear some employers think it’s their right in our new working culture.
Here in Europe, this kind of surveillance is less prolific with increased regulations for employees rights. GDPR, for example, requires an employer to inform their staff if they use monitoring systems and its use.
The issue with monitoring of this kind is arguably less regulatory but instead, changes the working dynamic once enjoyed. Even the idea of having to monitor one’s activity creates a culture of distrust. As everyone adapts to the challenges, staff will question the support offered if this is required.
Undoubtedly the lines between work and home become increasingly blurred, with many working longer hours without the burden of travel. With this added surveillance, personal privacy becomes threatened and will only cause friction between junior and senior staff.
Ultimately, the monitoring of employees requires a very careful balancing act between an employer’s interests and its employees’ right to data protection. Clear communication on its use and the subsequent availability of data is essential.
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Using technology to promote the right things
Employee tracking software may be seen as a simple solution, however as I’ve highlighted, the negatives far outweigh the positives. The focus should be placed on solutions that benefit the employee and in return, positions the company well for growth in the future. Organisations should drive productivity through the use of technology which promotes transparency, empowerment and inclusion. Investing in this kind of technology is the key to managing a remote team, and ensures an honest culture of communication and centralisation.
For example, managers should focus on results rather than how ‘busy’ an employee seems to be. This means trusting employees and giving them ownership of their work. To facilitate this, managers must help workers prioritise tasks, as well as provide technology and tools to support them with time management.
In an office, a new staff member would be shown around, introduced to others and informed where to find anything they need. Is this available remotely? Are you giving your staff the resources they need to complete the tasks required?
This is where a digital workspace becomes vital. A digital workspace is more than just an intranet or communication platform. It enhances collaboration between colleagues by connecting employees, aligning them with company goals, enabling easy access to data, breaking down the barriers to knowledge and connecting data silos. Increasing communication and collaboration not only helps to improve workforce productivity, accountability and loyalty, but also to maintain a level of trust within the company.
Many companies have adapted well in response to the pandemic, showing that post-COVID, remote working can still have a significant benefit to both employers and employees alike. To continue this trend, firms must trust teams and support them by creating the best possible environment to successfully complete the work asked of them. Only then, can they fairly be monitored.
By Katya Linossi
Katya Linossi, CEO and co-founder of ClearPeople. Katya has over 20 years’ experience in the IT industry, most recently scaling and leading the technology business that provides digital workplace solutions for large enterprises.
