5 Mistakes That Hurt the Effectiveness of Employee Monitoring Policies
Due to an increase in the use of digital devices in workplaces, an increasing number of companies have an employee monitoring policy in place. However, many of these companies fail to reap its full benefits. This can happen due to many reasons, nearly all of which are based on the formulation and implementation mistakes at the end of those helming the policy. Here are five of the most common mistakes that keep employee monitoring policies from delivering results.
Mistake 1: Employees Are Not Involved
An employee monitoring policy is created for the employees to follow, so it is their right to become a part of its formulation process. Employers should consult, or rather involves employees in the whole process of helming a comprehensive employee monitoring policy so as to ensure that everyone is on the same page.
Mistake 2: The Purpose and Benefits Are Not Communicated
Employers must explain to the employees why the policy is being introduced, how it’s important to the company, and what kind of benefits it would offer to the employees. There are various options available with the management for communicating the employee monitoring policy to all stakeholders. This includes a formal meeting, a presentation, email, delegating the responsibility to the department heads, etc. Of course, the best option in respect to the company size, environment and culture should be selected.
Mistake 3: Clear Rules and Regulations Not Set
Employers must set clear rules and regulations while creating a monitoring policy to avoid any ambiguity. The rules should be clear, precise, realistic and practical. A good monitoring policy is specific and not general. In addition, it clearly set all the rules and regulations the companies want their employees to follow along with the consequences of not following them.
Mistake 4: Policy Violates Laws
Employers must make sure that they are abiding by the laws pertaining to workplace monitoring and basic human rights while creating a policy. For instance, law and enforcement authorities do not allow employers to monitor the personal devices of their employees. In the same way, it is strictly prohibited to monitor employees after working hours. As per law, employers can only monitor the company-owned devices. Employers must consult their local law experts while formulating an employee monitoring policy.
Mistake 5: Policy Missing Official Status
Employees take an employee monitoring policy seriously only if it becomes a part of their employment contract and is made a legal document. This is why employers should have employees read the document and sign it at the time they’re hired in the company to avoid any complications and resistance that may arises later.
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