I’m probably about to get down voted. But as an IT guy, I install tracking software on a very small subset of systems of employees that are pretty much about to be fired for being useless. The reason we do that is basically to catch employees being dishonest. It’s quite possible that the nature of the work makes their productivity hard to gauge. Once we install the software we have some data we can use to push back against outright lies. If we see them spending 75% of their day planning their next vacation instead of getting their work done, they are gone. We don’t install the software unless you are already failing to do your job.
I’ve done this too.
Someone who was not outputting the same amount of work as their colleagues, or when they did it was simple stuff with no real innovative features. The bare minimum.
Pulled logs off their machine, and they spent 4 hours on Google maps (they’re also a taxi driver after hours) and messing about on PayPal for another few hours (they also did some consultancy).
There was around 37 minutes of work done that day.
They were no longer burdened with this job which seemed to interfere with their other evening/weekend jobs.
Objection! There is some contradiction in your statement. How do you tell they are already failing to do their job, if you say that their productivity is hard to gauge? If they deliver the expected results, why does it matter that they spend time planning their vacation?
If the employee is already found to be useless, the company can fire them without data from the tracking.
We don’t know they are useless, that is just the suspicion. The nature of the work is that sometimes output can be impacted by forces outside of their control. If we wait long enough, the pattern will be obvious, but why pay someone to not do work when we can just install software on their computer that will almost immediately let us know that they aren’t even putting in full days?
I honestly don’t get the opposition to this kind of thing. You’re on your work computer, not your own device. Use the work computer for work and use your personal devices for personal stuff. If your contract says you work 40 hours per week, work 40 hours per week.
It is a failure of the manager if the subordinates’ work is only measured by hours worked but not with the KPIs. High-quality work by smart employees are much more valuable than employees who work slowly in front of the computer and making lots of mistakes costing the company more money at the end.
Some people (I’m super guilty of this) are terrible at paperwork. They get in there and fix a problem. Then they fix another problem. Then another. They don’t prioritize documenting the things they fixed, because they see the next broken thing as more important than some paperwork.
Then we get to the end of the week. That employee hasn’t finished their assigned work because they spent half the week fixing problems. Only it’s four days later and they don’t remember all the things they fixed earlier in the week.
Is this an unproductive employee? They were set a task and they didn’t complete it. They have little to show for the time they worked this week.
I hate tracking software and would never want it on my computer. But, I can see it being employed to demonstrate productive employees flying under the radar just as easily as it shows employees slacking off.
Some of us just don’t draw big signs and say ‘look at me!’ They just get in there and get stuff done.
I used to do that at work. Helping customers get their needs handled rather than dicking around on the computer telling it what I did all day. I got called into the office and removeded out.
Then I started slacking off and “cooking the books”. Got brought back into the office and complimented on how much more productive I had been 🤷
There are no KPIs that can reveal the reason for the lack of output in many cases. The issue is when the KPIs are bad AND there is evidence that the employee is not putting in the effort to correct them.
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I’m probably about to get down voted. But as an IT guy, I install tracking software on a very small subset of systems of employees that are pretty much about to be fired for being useless. The reason we do that is basically to catch employees being dishonest. It’s quite possible that the nature of the work makes their productivity hard to gauge. Once we install the software we have some data we can use to push back against outright lies. If we see them spending 75% of their day planning their next vacation instead of getting their work done, they are gone. We don’t install the software unless you are already failing to do your job.
I’ve done this too. Someone who was not outputting the same amount of work as their colleagues, or when they did it was simple stuff with no real innovative features. The bare minimum.
Pulled logs off their machine, and they spent 4 hours on Google maps (they’re also a taxi driver after hours) and messing about on PayPal for another few hours (they also did some consultancy).
There was around 37 minutes of work done that day.
They were no longer burdened with this job which seemed to interfere with their other evening/weekend jobs.
Objection! There is some contradiction in your statement. How do you tell they are already failing to do their job, if you say that their productivity is hard to gauge? If they deliver the expected results, why does it matter that they spend time planning their vacation?
If the employee is already found to be useless, the company can fire them without data from the tracking.
We don’t know they are useless, that is just the suspicion. The nature of the work is that sometimes output can be impacted by forces outside of their control. If we wait long enough, the pattern will be obvious, but why pay someone to not do work when we can just install software on their computer that will almost immediately let us know that they aren’t even putting in full days?
I honestly don’t get the opposition to this kind of thing. You’re on your work computer, not your own device. Use the work computer for work and use your personal devices for personal stuff. If your contract says you work 40 hours per week, work 40 hours per week.
It is a failure of the manager if the subordinates’ work is only measured by hours worked but not with the KPIs. High-quality work by smart employees are much more valuable than employees who work slowly in front of the computer and making lots of mistakes costing the company more money at the end.
Some people (I’m super guilty of this) are terrible at paperwork. They get in there and fix a problem. Then they fix another problem. Then another. They don’t prioritize documenting the things they fixed, because they see the next broken thing as more important than some paperwork.
Then we get to the end of the week. That employee hasn’t finished their assigned work because they spent half the week fixing problems. Only it’s four days later and they don’t remember all the things they fixed earlier in the week.
Is this an unproductive employee? They were set a task and they didn’t complete it. They have little to show for the time they worked this week.
I hate tracking software and would never want it on my computer. But, I can see it being employed to demonstrate productive employees flying under the radar just as easily as it shows employees slacking off.
Some of us just don’t draw big signs and say ‘look at me!’ They just get in there and get stuff done.
I used to do that at work. Helping customers get their needs handled rather than dicking around on the computer telling it what I did all day. I got called into the office and removeded out.
Then I started slacking off and “cooking the books”. Got brought back into the office and complimented on how much more productive I had been 🤷
There are no KPIs that can reveal the reason for the lack of output in many cases. The issue is when the KPIs are bad AND there is evidence that the employee is not putting in the effort to correct them.
Can you name those “softwares” ?
Sapience