A study by IDC research shows that 30-40% of Internet use at work is non-work related. And a survey by Sex Tracker shows that 70% of all porn traffic occurs during the 9-5 work day. To try and combat these issues that impact productivity at work, many employers are using software to monitor their employees.
You will want to monitor your employees to see what they are actually doing at work while you are away. While on the Internet, they have access to e-mail, instant message, stock trading, e-commerce/shopping, personal websites which could be hosting illegal software/child porn. Most important is the time wasted by employees when they know what they should be doing. Studies show that employees wasting time and resources cost business on average $35 million each year per 1,000 employees.
Reasons for monitoring employees
TOP 5 REASONS TO MONITOR
• Computers and Internet connection is company property
• Employee productivity losses
• Employee morale is low if they are not doing what they’re supposed to be doing
• Catch trade secrets which might leave the company illegally
• Protect the business from sexual harassment defamation or illegal activity lawsuits
OTHER REASONS TO MONITOR
• Maintenance and Management of Systems
• Application and Network Troubleshooting
• Storage and Bandwidth Capacity Planning
• Protect your company from Legal Liabilities
• Good for Employee Investigations
Communication is Key
Perhaps as important as having a detailed workplace monitoring policy is a plan to communicate the policy to your employees. Some tips include:
• Make sure your employees know how they are being monitored – and why they are being monitored
• Be clear with your employees about what you will, or will not, monitor. Although some recent court decisions have supported employers who snooped when they said they wouldn’t, such practices can create a negative work environment and can pose a greater threat to workplace productivity.
• Distribute the policy in writing and have employees sign off on its content.
• Train your managers and supervisors to recognize when communication tools are being misused.
• Be reasonable about what constitutes “infringement.” Oppressive workplace monitoring will foster employee ill will and can create retention problems.
• Enforce your policies equally throughout the blub.