How To Implement Employee Performance Monitoring Software: Seven Basics
When implementing Employee Performance Monitoring Software there are the very basic matters to consider:
1. Staying with Your Business Goal
Chosen employee performance monitoring software should serve the purpose and not more than that. It should record information required for performance monitoring only but not more in order not to infringe on employees’ privacy.
2. Monitoring Company’s Electronic Devices Only
The software should only be used on electronic devices that belong to company, not on personal employees’ devices.
3. Notifying Employees
Professional lawyers recommend notifying employees about the fact of oncoming monitoring. Refer here for the announcement samples: How To Announce Employee Monitoring – Announcement Samples
4. Providing Employees with Monitoring Policies
Also professional lawyers recommend providing employees with monitoring policies so they are clear about what information will be recorded. Informing employees that the software is intended for performance monitoring only, helps to maintain healthy environment in workplace.
5. Getting Consent
Lawyers recommend getting employees consent for being monitored.
6. Being Mindful When Using Monitoring Results
Monitoring results, even if they are strict employee performance monitoring, might still contain some sensitive data about employees. It is important to be mindful about who can access performance monitoring reports.
7. Storing Monitored Information Secure
Also, it is very important to have a secure storage for monitored information and store it for reasonable time period only, just enough to serve the goal of employee performance monitoring.
Here are the basics of implementing employee performance monitoring software:
These are the very basic steps when implementing employee performance monitoring software.
For more information about this topic please refer to
Legal Aspects of Using Employee Monitoring Software
Concerns Related to Employee Computer Monitoring
By WorkTime Employee Performance Monitoring Software www.worktime.com
This article provides general information only. This information is for general understanding only and not to be used as legal advice. To receive professional legal advice, please consult your lawyer.