Monitoring employees, whether in-house or remote, needs metrics. However, many of us do not, which metrics do matter really.
Many business owners claim that productivity monitoring software has not satisfied them perfectly. There may be several reasons. However, the most critical one is that many do not understand their requirements. When it is so, the chances of failure may increase.
In the last decade of the 20th century, companies started thinking about engaging outsourced organizations. They needed it when they planned to hire IT and software developers for their prominent online presence. However, the issue with this outsourcing is that companies are not informed about what their employees do during office hours. The management of that time implemented numerous techniques and procedures to monitor their employees. One of the best ways was to review and analyze their work to develop a specific code by examining a specific employee’s code and monitoring computer activities. However, these techniques were not very successful.
While fast-forwarding from that particular era to the present, the technology has achieved numerous objectives only in the movies previously. Examples are mouse movements, keystrokes, and screenshot capturing by using employee monitoring software.
Factually, monitoring employees with managers on sight is no more an option. However, many business owners do not know much about the best alternative to measure productivity using technology. They do not understand the needs of their company. Furthermore, when they incorporate employee activity monitoring software, they cannot handle it effectively. Therefore, in some cases, this monitoring can prove counterproductive.
Why are we discussing these issues here? Well, after the Covid-19 Pandemic, the situation is not according to our expectations. Although many of us have joined our officers, it has been observed that remote working is a new norm. More interestingly, hybrid working has become quite common, which means you do not come to the office daily. Therefore, the management finds handling remote workers difficult and tricky. So, analyzing these workers can be a mission for the management.
The experts of people analysis think differently. They use data to measure the right and wrong of a specific productivity monitoring software. After their study, they have a particular decision that tells you what exactly works and what cannot.
Let us discuss this issue in detail!
Before the Covid-19 Pandemic, employers considered monitoring computer activities pervasive. Before this crisis, about 50% of the companies used only location analysis and email monitoring to track their employees. However, in 2020, using productivity monitoring software skyrocketed. During this crisis, the experts have observed that many employee monitoring service providers reported a boost in their sales.
Now, employers think that employee monitoring software is the best stopgap to track their employees. It especially works for those who are working from home. However, the problem related to the monitoring of time spent on the keyboard still exists. Another problem is the tracking of employees while staying in front of the webcam still exists. This monitoring does not tell you about employee activity and performance. In this way, the managers cannot get the required results. The employees are clever today and know that their keystrokes are calculated. So, they do not spend time productively and keep you uninformed about their productivity. In this way, the companies cannot get what they expect from their employees and the best free EMS software.
However, the issue is not as simple as we think. Generally, it has been observed that many companies measure productivity all wrong. They do not know the difference between inputs and outcomes. When they manage time, which is the oldest metric to measure productivity, the employees mislead them. The management only knows about the time spent in a week. The managers do not calculate what has been accomplished by their employees during their office hours.
Therefore, the experts think that the managers need to change their approach. Measuring and rewarding business outcomes should be the focal points. However, it is necessary to understand that these measurements vary from employee to employee and business to business. It is the point where the management needs to focus more. The management needs to understand what success looks like. When it is understood, the companies need to find solutions to it. For example, they need some specific schema, like KRAs, OKRs, and KPIs. In this way, they can calculate accurate results and take necessary actions where required.
Here, we need to mention some important success calculation metrics. For development teams, calculating quality codes must be the priority. For a sales team, examining qualified leads will be the point that calculates the performance. The measuring tools for content writers, the number of blog posts written in a day, and generated traffic due to this activity.
You can easily understand what we are recommending to the managers. Your focus must be on results, which have been on processes until now. When you calculate results, you get what reflects actual property. However, till today, your focus was more on busy work.
Interestingly, those companies have observed marvelous results that are more focused on actual productivity and performance. The managers of these companies confirm that average employee activity has improved a lot. It means that the best free EMS software works exceptionally well when you know how to measure productivity.
If you think that the issues related to employee activity monitoring software have been discussed thoroughly, it is not so. The reality is that there are still some loopholes while using productivity monitoring software. The most significant factor that we cannot ignore even in the presence of one of the most sophisticated employee monitoring software is trust. Therefore, we call it the trust X-factor.
, you need those employees who perform exceptionally well and at heart, whether you have implemented monitoring computer activities or not. These are the individuals who define trust. For an organization, these people are the assets. However, you can find these employees only when you give them autonomy. They know what the most important task is to perform. With that, they must be informed what they will get to complete this task in time and accurately.
The benefits of this trust can be numerous and tangible as well. These employees perform exceptionally well during office hours, are vigilant and active to complete the tasks in time, collaborate better with their managers, and give excellent suggestions to improve performance. However, the employers also need to keep them satisfied and not make them depressed and under stress. The studies also confirm that about 63% of satisfied, trusted, and empowered organizations perform better even with little supervision and monitoring.
Invasive software can be dangerous for the trust between employers and employees. The best EMS software is that particular one that keeps the trust at the top level. However, some software can be dangerous for this trust. For example, you can easily observe some software that generates pop-ups whenever employees take long breaks. Factually, this type of feature cannot boost morale and productivity.
On the other hand, the experts think that these features can backfire. When it happens, you can destroy the overall trust level developed between employers and employees. A study confirms that 49% of total employees can become patients of severe anxiety due to these employee activity monitoring software.
So, we have developed a sense among employers about the value of the right way of using productivity monitoring software and the value of trust. Factually, it is not possible to change the situation dramatically. Realistically, it depends on understanding the situation and aligning it with expectations. Business owners must develop a sense of understanding their expectations from employees. With that, the employees need to express themselves to align these expectations with the ground realities.
More importantly, it does not mean that developing a sense of coordination is a one-time thing. The managers need to keep both parties engaged with a fruitful dialogue. We assure you that this activity keeps miscommunication and misunderstanding away from all. And it is what helps the companies achieve their organizational goals and objectives more aggressively, efficiently, and timely.