Case – XYZ manufacturing company recently implemented a comprehensive employee monitoring system to increase productivity and ensure data security. However, the move sparked concerns among employees and raised ethical questions. Therefore, the enterprise decided to install monitoring software on employees’ work devices to track keystrokes, monitor Internet usage and capture screenshots at random intervals. The primary goal is to enhance productivity and protect sensitive company information from data breaches.
Now, the dilemma is that the HR department at the enterprise is confused between maintaining the monitoring system and modifying it.
Option 1: One option is to maintain the system as it is. The company believes that the system is necessary to ensure productivity and protect confidential data. The cons are that it raises concerns about employees’ privacy and trust, and this could lead to increased stress and anxiety among employees.
Option 2: To re-evaluate and modify the monitoring system, and make alterations to address employee concerns. This may involve reducing the extent of monitoring or implementing strict privacy protections. This could demonstrate the company’s commitment to employee wellbeing and privacy, and it may also improve employee morale and reduce their turnover. But the cons are that it could potentially compromise data security and may require additional resources for system modifications.
A Thiru, C-Suite HR professional
Trust begets trust. The term ‘employee monitoring’ itself needs to be removed from the HR dictionary as we have come along way and are now taking the next step towards humanising the workplace. No doubt, confidential information of the company needs to be protected, but in doing so, there is no point in monitoring employees with a suspicious motive.
Trust first, unless proved wrong twice, giving benefit of doubt for the first mistake (except in cases involving integrity and sexual harassment) made, so that employees take risks and assume more and more responsibilities. Employee productivity can’t be improved by imposing more and more systems and monitoring them at work. It can be improved by simplifying the processes to reduce stress and strain and giving employees more freedom to experiment.
Therefore, a fine balance of integration of technology and upholding trustworthiness of management and employees as a core value alone can pave the way for a better tomorrow for survival and growth.
Vivek Tripathi, VP-HR, NewGen Software
The key idea here is that, overall, there must be a high level of trust between employees and their managers or between employees and the company. Any solution that undermines this trust in the medium or long term may not be the optimal choice. It is crucial to address employee concerns because a perception of mistrust from the company can lead to various detrimental consequences. If employees believe that the company lacks trust in them, it can result in significant downsides.
While there is a minimal one per cent risk that an employee may engage in activities such as sharing information externally, disclosing confidential data, or breaching security protocols, the majority of employees do not partake in such actions. Implementing a system that treats everyone as a potential wrongdoer is not an advisable approach. The primary objective is to draw out the best from employees, and employ a system that conveys a lack of trust can be counterproductive.
Hence, it’s important to establish clear expectations regarding ethical behaviour, emphasising the prohibition of disclosing company information. It is reasonable to inform employees about the company’s right to conduct periodic audits or checks, and while trust is extended, severe consequences will follow any breach. Striking a balance between ensuring security and respecting employees’ integrity is crucial to maintain a positive work environment.
Ravi Kumar, CPO, Page Industries
I believe the second option is the preferable choice. This process may entail scaling back monitoring measures or implementing robust privacy safeguards. However, opting for this approach reflects a commitment to listening to and understanding the concerns of employees. By taking responsive action, the company demonstrates a willingness to strike a balance between enhancing productivity and respecting employee perspectives. While the issue of data security is acknowledged, it can be effectively managed through the allocation of additional resources or the acquisition of supplementary software solutions.
Ultimately, this decision is not just about addressing immediate concerns but also about laying the groundwork for a sustainable and harmonious work environment in the long run. It reflects a comprehensive approach that prioritises both employee satisfaction and the company’s operational efficiency.
This article first appeared in the HRKatha magazine.