Essential or Invasive? The Pros and Cons of Monitoring Remote Workers

It's clear that the remote work setup is becoming widely adopted. And employers are always trying to find the "perfect formula" to make this setup as productive, if not more, as in-office work. One of the ways employers try to achieve this is by using employee monitoring software.

Different types of monitoring software have various features. These features range from logging worked hours to more surveillance-type ones like tracking keystrokes and live video feeds. There are employers who stand by their choice of monitoring remote employees, stating that using remote monitoring software helps ensure productivity and protect company assets.?

The market for remote monitoring software is expected to reach a little over $1,396 million by 2027, according to Reports and Data. The numbers show that there is, in fact, a demand for such tools. But even with the rising numbers, it's still right to thoughtfully consider whether or not monitoring your remote workers is the right choice for you.

The Whys: How Monitoring Remote Workers Can Positively Impact Your Business

Employers have different reasons for wanting to monitor remote workers. And some objectives are quite valid, especially those addressing ease of processes and company security.

It can help strengthen your security measures.

Along with the increase of employees working remotely comes the rise of cybercrimes. And this correlation is no accident.

The increase in cybercrimes linked to remote work can be due to several reasons. One of the most simple reasons is that because there are more remote workers, there are more opportunities to attack. Aside from that, another big factor is that not all employees have the right tools and training for secure remote work. No matter the reason, cybercrime is a serious threat that can endanger the business. It can also potentially damage a company's reputation and cause a loss of customer trust.

One way employers try to avoid being a victim of cyber crimes or data breaches is by monitoring their workers' computer activity. Monitoring software can help companies detect and correct poor data security practices. Additionally, it can deter employees from misusing company resources for personal and possibly unsafe online activities.

Timekeeping and payroll processing can be more straightforward and well-documented.

If you have employees who are paid by the hour, using employee monitoring software that logs worked hours can be a good way to compute their wages. Employees can log in to their company's software when their day starts and log out at the end of the work day. The logged hours can then be extracted when it's time for payroll processing.?

The log reports can be a good way for employers and employees to document attendance. They can refer to the reports in case of disputes on the final computed pay.

Additionally, when reviewed regularly, managers can have a better idea of the type of tasks that take most of their team's time. They'll also have a way to check the team's workload. That info can be used to reassign tasks and request additional headcount for the business to run more smoothly.

You can get data for process improvements.

Monitoring can help identify employees who are not using their time effectively, allowing management to address the issue and boost productivity. It can also highlight high-performing employees, providing the opportunity for recognition and reward. In some cases, monitoring activity can help identify operational bottlenecks or tasks that can be automated or delegated. These improvements can help boost business productivity and further your company's digital progress.

Insights from monitoring can help boost employee engagement.

Monitoring software can also help boost employee experience, but only if employers are willing. Other than improving processes, the data from such tools can be used to identify overworked employees. Employers have more information from the logged hours and tasks that employees are working on to see if they need to reassign projects or hire more people.

Using monitoring software reports to assess employees' workloads can help avoid burnout. Additionally, it can be a way to identify disengaged employees and address their concerns before it's too late.

The Why Nots: Potential Downsides of Monitoring Remote Employees

On the other side of the coin, employers and employees alike have plenty to say about the cons of using employee monitoring software. Not only is there a potential to send an underlying message of distrust, but it can also be ethically and legally problematic.

Negative impact on employee morale.

For most people, their homes are considered safe spaces. Home is not just a place where they sleep but a place where they feel most free and secure. These feelings may be negatively affected by the knowledge that the company is watching their every move.

There are software monitoring features that can feel invasive, leading to decreased employee morale and engagement. Monitoring employees' every move can add another layer of stress and anxiety that's unnecessary when working. Instead of inspiring productivity, these tools can negatively impact their mental health and performance.

It can create a culture of distrust.

There are cases when the lines between work monitoring and surveillance are blurred. When this happens, the employer sends an underlying message: We don't trust our remote workers. This is not something companies would want their workforce to feel, right?

Companies that deploy monitoring programs without employees' consent or full understanding are also a big red flag for a lot of workers. When they find out that they're basically being spied on by the people they're working for, it can cause friction or even spark legal issues.

And even when employees know that a monitoring software has been deployed but weren't briefed on the full extent of monitoring, they'll naturally feel defensive. These workers are also consumers and people with personal lives and data that they prefer not to be inadvertently captured by their employers.

There's a potential to go overboard.

"Give someone an inch; they'll take a mile." Remember this age-old saying? It can be applied to business leaders who can't set clear boundaries.

If workers are amenable to using a monitoring or time-tracking device to log their hours, employers may want to push a little more. They may opt to track keystrokes or even take video logs. These features show no real use aside from wanting to micromanage a worker's every move, leading us to the next point.

You'll be micromanaging virtually.

Micromanaging has never been a good practice. And employers who use monitoring software are taking this poor management style online.

If on-site employees don't respond well to offline micromanagers, then they definitely won't tolerate it when working online. Training your managers to measure an employee's performance through keystrokes and video feed is a poor practice that can alienate employees and create a negative workplace environment.

Before Monitoring Your Employees

Of course, the answer to whether or not to use a remote worker monitoring software will vary per company. Your company's final decision will be based on a number of factors, including your business model, management style, and company culture.

Here are some of the things you may want to do before you finally deploy a monitoring software.

Consider alternatives first.

Deploying a monitoring software will cost you. You'll have to pay for the software and take time out of your team's work week to train them on how to navigate the new tool. Before choosing software, you may want to consider other alternatives first.

You need to be honest about why you need a monitoring software in the first place. What are your objectives? Are you certain that these objectives cannot be achieved through better leadership and employee engagement practices?

What are your metrics of success? Will the returns be worth the investment you'll make once you deploy your new monitoring tool? These are just some of the questions you need to answer truthfully to make sure you're not wasting your money and time.

Understand the legal and ethical implications.

Depending on the jurisdiction, there may be legal restrictions on the extent to which employees can be monitored. And even if it is legal, there are ethical considerations to take into account. Is it right to monitor employees to such an extent? Where is the line between ensuring productivity and invading privacy?

To avoid any legal or labor issues, make sure that you know the different laws covering worker safety and data security in the areas you operate in. You may also want to consult with HR and ethics experts on the possible repercussions of the software and the features you want to deploy.

Be transparent with your policies.

Once you've laid down your goals or objectives for deploying a monitoring software, make sure you are transparent with your employees. Let them know about your policies. Equipping your employees with the power of information and providing transparency will help increase the acceptance of your new monitoring practices.

It's important to enumerate what you're trying to achieve and avoid to help employees understand this move. You also need to document exactly what will be monitored to avoid blindsiding employees. Don't forget to also provide information on how the captured data will be used. Ensuring them that the company will be applying the strictest data security measures.

If you're hiring new employees, it's also a good practice to inform them of such policies before progressing with the application. This way, they're well-informed and can decide whether or not to move forward. This is better than onboarding them only for them to find out that they'll be using a monitoring tool that they may potentially find intrusive.

It's also a good practice to start a dialogue with your employees. Ensure that the policy-making is not one-sided. Having open communication channels will help get feedback from different perspectives. It makes your policies stronger because it's a collaborative effort.

Anticipate pushback and the potential of your policies backfiring.

One thing you shouldn't do is pretend that all your employees will agree with your leadership moves. It's important to anticipate pushback and questions beforehand. This way, you can prepare complete resources from how to operate the new tool to Frequently Asked Questions (FAQs). This shows that you're always thinking about your workforce and want them to understand the reasoning behind the move instead of just accepting it blindly.

There's also a chance that your policies may backfire. Instead of increasing productivity, this practice can demotivate employees. High-performing employees' performance may dwindle with the impression that the leaders don't trust that they can work well without close supervision.

Don't forget to focus on quality of work and employee well-being.

Even when you do decide to use an employee monitoring report, it's important not to lose track of the most important performance measure: results. In the end, if an employee religiously complies with your monitoring software policies but can't meet deadlines or turn in quality assignments, it's still a losing situation.

When there's a risk of negatively affecting employee well-being, it may be time to take a step back and reassess your monitoring tool. You may want to move on to using less invasive tools or management styles. You want to ensure that you're not risking your employees' health to reach a certain level of productivity or growth rate.

Conclusion

Employees who are prone to break the rules will do so regardless of whether they're being monitored or not. Other than immediately deciding on a remote monitoring software, why not strengthen your employee engagement and recruitment practices? Focus on candidates' internal moral compass and similar values on top of their skills and experience.

You want to treat employees fairly and as grown-ups. They should be able to do their jobs without the feeling of being under surveillance. There are other ways to measure productivity that can foster accountability instead of instilling fear and anxiety.

There are clear pros and cons to monitoring remote workers. It can help boost productivity and protect company assets, but it can also lead to decreased morale and potential legal issues. Ultimately, companies need to strike a balance between ensuring productivity and respecting their employees' privacy. This might involve using monitoring tools purposefully and being transparent about their use. It's also crucial to foster a culture of trust where employees feel valued and respected instead of robots that need to be validated and closely watched.