The Double-Edged Sword of Employee Monitoring Software

In today's digital age, employee monitoring software has become a common tool in the corporate world. These systems allow employers to track, monitor, and analyse employee activities, providing valuable insights into productivity and work patterns. 

However, while these tools can offer several benefits, their increased usage in recent years has been leading to discontent amongst employees. But first, let's take a look at why employers are adopting the technology. 

Why are Companies Adopting Employee Monitoring Software? 

According to data from StandoutCV, the usage of employee monitoring tools has increased by almost 50% since 2021.  This rise has been driven by several factors. Primarily, the rise in remote and hybrid work practices.

Working away from the office means many employers are finding it challenging to oversee their teams. Monitoring software helps ensure managers can see what their teams are doing.  

Data security is also cited as a reason for monitoring software. With the threat of cyber-attacks growing by the day, monitoring software can help identify potential risks and prevent data breaches. 

Employee monitoring tools also give employers detailed insights into how people are working. Analysing data from these tools can help employers identify areas of inefficiency. 

There are clear benefits to adopting this tech. Monitoring tools can help: 

• Identify areas of inefficiency 

• Improve data security 

• Reduce fraud and theft 

• Improve legal compliance 

• Provide performance data 

One benefit that is often claimed, but highly disputed, is an increase in employee productivity.

The Negative Impacts on Employee Productivity and Mental Health

When the pandemic forced everyone to work from home, many corporate employers became struck with ‘productivity paranoia. For many (85% in the US) installing employee monitoring software was the obvious answer.  

But research is starting to show that the gains in employee productivity espoused by the software providers, isn’t as clear cut as they would have you believe.  

Professor Karen Levy, has conducted extensive research into monitoring software across many sectors. In a recent interview with the Guardian, she outlined how this ‘software doesn’t capture a worker's most meaningful contributions’.  

She went on to say: 

“...it might track how many emails they send or minutes they look at a document, but not necessarily if they had a gamechanging idea or a great conversation with a client. Workers get frustrated, stressed, and become more likely to leave because the true value they bring to the enterprise isn’t legible. Also, if you want your employees to think outside the box, research shows the more closely supervised they are, the less likely that is to happen.” 

The three main concerns for employees are: 

• Privacy: Constant monitoring can lead to employees feeling their privacy is being invaded, which can create a culture of distrust. 

• Stress and Anxiety: Knowing they are being monitored can cause stress and anxiety among employees, potentially leading to decreased productivity and job satisfaction. 

• Misleading data: There's a risk that the data collected could be misinterpreted or misused, leading to unfair treatment or discrimination. 

This software is particularly problematic for creative roles, where many traditional productivity metrics can’t be applied. 

The rise of this technology has undoubtedly brought about significant changes in the workplace, but it's important to remember that not all these changes are positive. 

The key to successful use of employee monitoring software lies in striking a balance between achieving business objectives and maintaining a healthy, trusting work environment. Employers should be transparent about their use of monitoring software, ensure it's used ethically, and consider the potential effects on employee well-being. 

It’s also essential to remember that while software can track certain metrics, it cannot capture the full value of an employee's contributions. Creativity, innovation, and interpersonal skills are just a few examples of the aspects that such software may overlook. 

Ultimately, the goal should not be to monitor employees relentlessly but to create an environment that fosters trust, respect, and mutual understanding. This approach will not only lead to happier and more satisfied employees but also to a more productive and successful business.