Employee tracking software in offices is the newest tool for employee surveillance. Everyone knows that people are naturally skeptical about new technologies, even when they like to hear about them.
Human brains like what they know and are unwilling to change what they already know. For this reason, switching from the standard method of time tracking to a new one might seem challenging for employees.
What is Employee Monitoring?
Employee monitoring is the method to track and check employees’ work patterns and behavior while logged in for work hours.
It is common for an employer to monitor their employees online via employee tracking software or physically via employee surveillance systems.
The majority of companies with physical locations have some surveillance system. It is generally in place to prevent theft, break-ins, and unruly customers and to serve as an objective reference when issues arise in the workplace. The usage of employee tracking software is less common in physical businesses.
A computer tracking software program that monitors employee computer activity does so by recording and logging the activity on the specific computer is employee monitoring software.
Employers use employee tracking software on computers to monitor their employees’ behavior, productivity, and messages.
11 Most Common Myths About Employee Tracking Software
Here is a list of common myths regarding the employee tracking software organizations use to track their productivity and performance.
Misconception No 1: Employee Monitoring is Illegal
Depending on where the employer operates and the employees are, employers can monitor different things depending on local regulations.
Many countries allow employer monitoring; however, the conditions and degree of monitoring vary.
Monitoring software is generally allowed only after prior notification to employees, while in some countries, “stealth” monitoring is legal under certain criteria.
There are relatively few laws that address employee monitoring, and rather, this practice is covered under more general data collection, processing, and protection laws.
If a country’s legislation does not specifically mention employee tracking software, employers should consider implementing it in privacy rules and regulations.
Employees have rights regarding workplace monitoring, but employers have the legal authority to verify that employees perform paid work. An employer does not own an employee or their time.
Employee monitoring might sound a little odd – the idea of your employer watching you from behind the scenes.
But, employers are simply protecting themselves from time theft and insider threats to protect their bottom line.
Misconception No 2: Employee Monitoring is Snooping
It isn’t the monitoring tool that is the problem; it is a bad employer. Yes, an ill-minded employer might misuse an employee productivity tracking system, and that’s a fact.
It is more important for a micromanager to find mistakes and penalize employees than improve performance.
It has less to do with the tool itself than with its applicability. It doesn’t matter if they use monitoring software or not; these managers will behave like that.
Most people use productivity trackers to monitor their team’s progress, not to see how they spend their time.
Employee monitoring is more about identifying why some factors harm productivity and where to look for improvements.
As a result, employers can interact with their employees objectively and based on data. The conversations can sometimes be uncomfortable, but at the same time, employees can improve during them.
Misconception No 3: Monitoring Invades Employer’s Privacy
Employees need to expect some level of privacy at work, but this isn’t an absolute right, especially if they use corporate equipment.
While the employer must protect employees’ private information, it cannot access it.
There is an argument that employees shouldn’t have to pay their bills, visit websites that contain personal information, or expose their data, but human needs also demand our attention sometimes.
Monitor software manufacturers have recognized this problem, and they have begun implementing features that can stop screenshots and monitor which websites and apps employees use that are forbidden.
The business owner can prevent their employees from gaining access to sensitive information by turning off the feature.
Misconception No 4: Employee Tracking Software is Expensive. “Small Businesses Can’t Afford It.
The cost of HR Tech solutions might seem high, but they are not. You can subscribe to cloud-based applications that upload and store data on the internet and subscribe for a monthly fee.
HR Management software developers provide several subscription options based on employee number, so small and large companies can choose the best option according to their needs.
Investing in employee training can be intimidating for some entrepreneurs. Still, in the long run, employees will be able to use the software cost-free for the rest of their careers once they are familiar with it.
They will increase efficiency and save time by using HR management software. As a result, the HR tool will quickly pay for itself from a broader perspective.
Misconception No 5: Cloud Storage is Insecure
Information about employees and their jobs is extremely sensitive and personal, so keeping their security intact is a responsibility.
If your employer uses employee tracking software, such information may be less secure in the cloud, but HR software vendors seriously take security.
Currently, there is no 100% secure solution. Whether the data is stored in the cloud or on an external memory disc, a small mistake can cause data leakages.
No matter the source, a hacker seeking access to confidential information will gain it sooner or later.
Software that tracks time sends encrypted and secure data to servers. These methods reduce the probability of leaks and theft.
However, IT staff should receive training in security to learn the most common causes of data leakage and how to prevent the leakage.
Misconception No 6: “HR management software destroys the relationship between employees and the HR department.”
Some people might think it will hurt relationships between employees not to have to visit the HR specialist. On the contrary, the effect is the exact opposite.
Tools for managing absences and attendance prevent misunderstandings and errors such as missed time-off requests and incorrectly calculated day-off limits, thus facilitating healthy working relationships.
Employees can monitor their vacation time, and request answers more quickly with HR management software. It is easy to be more efficient and accessible for people, and they feel in control.
In addition, HR professionals will have access to all the information needed to produce annual reports. If the issue is not delivered, it will be easier to identify the responsible party and resolve it.
HR management software fails to eliminate more mistakes made by the human brain, allowing managers to forget about these annoyances.
Misconception No 7: Companies Use Computer Tracking Software Only to Monitor Suspicious Employees
The use of computer tracking software is not limited to monitoring employees who behave suspiciously.
Employee tracking software helps businesses measure their employees’ productivity, detect insider threats, and protect sensitive data.
However, it is essential that employers monitor all of their workers, not just the suspicious ones, so that their employees can benefit from computer tracking software.
For example, if you only monitor select employees’ digital activity, it is impossible to analyze their productivity.
In addition, monitoring every employee connected to your network is nearly impossible if you aren’t monitoring for insider threats.
Misconception No 8: Staff Can Trick Monitoring Software
When employees know that the employer is watching them, they would like to exploit this by opening work-related applications or programs to trick the monitoring software into thinking they are working.
These employees believe that the software will report them as productive as long as they have an application running on their device. But in fact, it doesn’t.
There is no doubt that the software will gather information on which applications and programs are used daily and for how long.
Furthermore, employers can also gather other data, including screenshots, so they know what their employees are doing while on their devices.
When an employer sees screenshots of an employee’s device, it will know what they are doing, even if they have a work-related application open.
This information will explain why many companies choose computer surveillance software to protect their businesses. Take advantage of monitoring software by installing InterGuard on your employees’ devices.
Misconception No 9: Employee Monitoring indicates a Lack of Trust
By monitoring employee activity, organizations can provide employee feedback based on information about their performance.
Knowing how a team performs by monitoring employee behavior is crucial. Knowing how your employee’s work will help you help them when they need help.
Monitored employees are also more focused and connected to what they are doing. Such tools allow employees to keep track of their productive hours at work, preventing them from becoming distracted.
Misconception No 10: Monitor Software is Spy Software
Though it may sound malicious to spy on anyone, employee tracking software does not constitute computer spyware. The two programs operate differently and carry out very different tasks.
It collects data about network activity and observes network activities. Those who use spyware to log keystrokes can record sensitive financial and credit card information.
In contrast to spyware, employee monitoring primarily involves installing software onto employees’ computers to track their activities. The software uses a keylogger, although it is installed secretly.
This software holds no malicious intentions, nor can it be interpreted as malicious. In addition, most employee tracking apps disable keylogging to prevent sensitive financial data from being revealed.
To keep track of their employees, employers can use employee activity monitors. However, whether employers monitor their employees’ behavior depends on the industry in which they operate and other privacy laws.
Misconception No 11: Private Information is Secretly Collected
Some employees perceive this software as intrusive and misunderstand how it works. It is natural for these types of software programs only to track the work task.
Employees can have their jobs paused if they do anything involving their personal lives. When this happens, the system will stop monitoring them.
Users can then go ahead and complete their tasks. The organization, however, generally forbids employees from performing personal tasks during working hours.
Although it’s not always perfect, there will be times when it’s okay. Unfortunately, some employees don’t work at all. Using this software, we can identify these people quickly.
Time tracking, attendance management tools, and other employee tracking software seem complicated. Still, for the most part, this is due to people’s aversion to change and lack of understanding of how such software works.
Instead of believing the myths, one should research productivity management tools and how they benefit any company and its employees.