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Employee monitoring and invasion of privacy is an inescapable reality in the modern workplace. <br><br>The American Management Association (AMA) reports that nearly 80% of all companies engage in some form of invasion of privacy via employee monitoring and surveillance at the workplace. <br><br>Among them, 66% monitor internet use, 45% log keystrokes, 43% track employee emails, while others even keep an eye on instant message communications, trace employee locations via GPS, etc. <br><br>To be clear, the need for employee monitoring isn't under the microscope here. <br><br>Especially since some studies have found that if an average-paid employee spends even 75 minutes per day performing non-work related activities, which is rather more realistic than hypothetical, a company with 100 workers would lose $812,500 per year in lost productivity. <br><br>Moreover, this figure is derived from salary costs alone, and does not account for missed deadlines, longer work cycles, etc. <br><br>In order to be productive, this debate would also need the proposal of best practices which could potentially mitigate said fallout, and preserve a measure of trust in employer-employee interactions through transparency. After all, according to the AMA, 33% of business leaders directly link profitability to employee loyalty, and 76% of the same believe distrust to damage that relationship, ultimately harming the organization. <br><br>So, to fulfill these necessities, we at CakeHR have compiled the most up-to-date information regarding this workplace phenomenon, and its fallout, for our visitors & patrons. <br><br>Thus, CakeHR presents for your perusal: “Invasion Of Privacy At Modern Workplaces: Pros & Cons Of Employee Monitoring.” <br><br>As always, while our informed opinion may be based on available research and industry trends, there will always be other prevalent perspectives in the business world. <br><br>Thus, in a bid to learn more of your personal experiences with this phenomenon, we would request our readers to leave their analyses and feedback in the “Comments” section below! <br><br><br>> > > Read full article here: http://cake.hr/blog/employee-monitoring-employee-privacy
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American Management Association (AMA) reports that nearly 80% of all companies utilize some form of employee monitoring and surveillance at the workplace.
66% monitor internet use; 45% log keystrokes; 43% track employee emails.
Employees who use company hours as their “personal time” cause great losses to the firm.
In 2009, UPS fitted 200 sensors on delivery trucks that tracked driving speeds, stop times, etc. It allowed them to figure out that drivers were sneaking breaks, reducing number of deliveries per day.
2013 study of chain restaurants showed that employee monitoring resulted in 22% drop in theft, and 7% increase in revenue.
Every organization has employees who behave as if rules and policies don't apply to them.
Employee monitoring allows tracking of common errors, and helps create training programs which address such issues at the start of employment. Reduces Mistakes
Reinforces Strengths Tracking data can be used to identify and reward employees who perform above and beyond the call of duty, thus reinforcing positive aspects of monitoring as well in employees' collective psyche.
Increases Customer Satisfaction Constant monitoring reinforces the utmost professional behavior among employees when interacting with customers, as exemplified within the Call Centre industry.
Harper's Magazine reports that UPS uses tracked metrics like a “mental whip” to intimidate people into working faster. Breeds mentality that numbers (meeting key indicators) are more important than quality work.
Office morale can plummet, and cause employees to perform poorly or leave the company.
“Right at the heart of all this is trust. What sort of message does it send that they need to monitor [workers'] desktops?” Ken Oehler, Global Engagement Practice Leader of Aon Hewitt, to The Week.
Sales Executive fired from her job after she uninstalled a monitoring app from her company-issued phone, because it continued to track her movements outside work hours as well.
Currently suing Intermex for $500,000 on basis of lost wages and charges of invasion of privacy, wrongful termination, and unfair business practices.
Studies show greater acceptance if employees are explained the reasons behind monitoring as well as the resultant advantages hoped to be gained from it.
While employees don't need to be told the specific indicators being measured during monitoring, explicitly detailed policies regarding usage of resources being tracked – email, GPS, cell phone – must be laid down for transparency and ease of compliance. Specific and Explicit Policies
Protecting the firm from legal vulnerabilities can only be achieved through employees signing consent form allowing tracking of actions and performance. However, “informed consent” requires that you also educate them on specific markers being monitored. Have Employees Sign Consent Forms
Train, Remind and Train Again“Most employees receive policies regarding use of office business tools and privacy issues on the first day of employment, but too often they don't read them. Employers need to do more than hand over a written policy... They should educate employees on a company's expectations and offer training on an annual basis.” Manny Avramidis, AMA's Senior Vice President of Global Human Resources.
