Tracking Your Employees Hurts Your Bottom Line

Cycle of Trust
Share on facebook
Share on whatsapp
Share on linkedin

Ever since Covid, companies have been scrambling to adapt their employees to working remotely.

Some of them think tracking their workers is a good solution. It’s not. Not for you, not for your team’s productivity, your work culture, or your bottom line.

Any manager thinking of using this tech should be asking themselves if they would like to be subjected to this treatment themselves.

How would you feel if I breathe down your neck from 9-5 every day?

If you’re tracking your employees you’re shooting yourself and your company in the bottom line / foot.

First I want to point out a self-fulfilling prophecy.

I call it the Cycle of Trust.

Lack of Trust creates resentment in your employees. Yes, some will smile and say it’s fine… You got to understand that anything coming from you is going to be viewed through the lens of: I could lose my job and livelihood if I don’t comply.

Rarely will you find someone who has the confidence and position where they’re willing and able to speak up. That’s just the way it is in an economy where most people don’t have a single month’s worth of savings.

So… if they don’t comply they might not be able to feed their children or take care of their elderly parents etc.

So they will agree to your demands about just as willingly as they would hand over their phone to a robber holding a gun to their face.

I believe you are capable of resenting a mugger stealing your personal belongings. Not too far of a jump from there to imagine that a lack of trust can have a similar effect.

How much would you enjoy working for the guy that mugged you in the streets? Right… Resentment is a recipe for disaster when it comes to working performance.

In the worst scenarios resentment leads to straight out sabotage.

In the best case, it leads to decreased performance. Maybe not in the metrics but any buffoon knows how to click their mouse and type some stuff just running around in circles to make it look like they’re working when you’re just looking at screenshots and other data point inputs. It’s not hard to fool the data.

The decreased Performance then leads to more Lack of Trust that leads to more Resentment that leads to worse Performance.

Cycle of Trust

As I mentioned before, the data points and screenshots that these software capture don’t represent performance anywhere near accurately, and can be easily fooled.

So how do we measure performance remotely?

You need good project management and clearly defined responsibilities.

If every employee has a clear idea of what they’re responsible for and has clearly defined tasks with good deadlines you can track their productivity by the outcome of that work.

As long as their tasks are getting done and their responsibilities are maintained there is no reason for distrust.

You can simply track this with Asana. Or any other project management tool.

Does it really matter if someone played some games during “working hours” if they get everything done before the deadline? I would say no… Certainly not.

Another pivotal point is communication in your company. NO STOP, not another meeting! Quality over Quantity.

Meetings should be as few as possible and communicate clearly. At the end of every call, everyone should be aware of what their responsibilities and tasks are going forward. These responsibilities and tasks should be documented in a project management tool like Asana.

More communication isn’t better communication.

More data doesn’t mean more control.

Please view your employees as human beings.

Share this post with your friends

Share on facebook
Share on whatsapp
Share on linkedin

Leave a Reply