Introducing a productivity tracker for employees can seem like a daunting step to some employers.
The first step is to learn the laws in your area regarding employee and workplace monitoring. Don’t just jump in and introduce tracking without any idea about local laws. Talk to a lawyer about what you should, could, and can’t track in the workplace. Most lawyers have a good understanding of these laws, which is vital, especially as they vary from state to state.
Once you have the legal side down, you need to plan a little about what you want to track. While you may want to know everything about your staff, try to imagine things from their point of view. After all, you want them to be on board with this. Be sure to keep the recorded information focused on company issues, respect the privacy of employees (such as finances and social media websites), and don’t target any groups negatively.
Once you are ready to introduce tracking and are armed with the knowledge you need, it is time to bring in a productivity tracker for employees transparently. This means having a meeting with all affected employees, explain how things will work and what won’t be included. You should also allow staff to share feedback, concerns, or suggestions, allowing them to participate in the change-over process.
It helps if you explain the reasons for productivity tracking. While it may seem obvious to you, the staff may not see it the same way. In this case, explaining that managers won’t be breathing down necks anymore and that reviews will be more accurate can help to alleviate concerns. If you don’t already have a reward system in place, be sure to introduce one.
At the end of the day, using a productivity tracker for employees increases the efficiency of staff, streamlines work processes, and improves focus. The information provided also allows for open and frequent communication based on facts and working towards improvements. If done right, employee tracking can benefit employees, management, and the overall business.