The need may vary between different organizations, however, these are the 4 best practices we recommend when communicating with your team about implementing workforce productivity monitoring software.

1 Be transparent: build trust and obtain buy-in

Experts recommend being honest about the monitoring program, including informing about the data that is being collected and how it intends to use it. The software aims to provide insights to improve your business. It should not be used to spy on employees or encourage invasive or harassing behaviors. Organizations should prioritize and protect the privacy of employees when using employee productivity monitoring solutions. Trust and transparency are essential in building productive teams!

2. Communicate: inform employees and managers

A phased approach is recommended when communicating productivity monitoring software to your organization, starting with sharing plans with personnel managers in your organization, as they will likely use the software's data and respond to questions from their teams.

After explaining your monitoring goals to all leaders in your organization, we recommend inviting employees to a meeting where you can present the goals you have for using productivity monitoring software and answer their questions.

3. Encourage ownership: share data to drive continuous improvement

This will not only promote trust, but by analyzing their own data, employees have the autonomy to self-manage and make adjustments and improvements without manager intervention. Roles vary, as does the way each team member performs their work. What defines a successful and productive salesperson is very different from what defines a successful and productive engineer. Avoid comparing apples with oranges and instead set baselines and analyze metrics for similar roles to get accurate business insights. If you are concerned about the data you see, do not make assumptions. Instead, it is advised to talk to an employee to clarify any possible misunderstandings before drawing hasty conclusions or taking any corrective actions.

Do not let workforce analysis gather dust in your productivity monitoring solution. Waiting until quarterly or annual reviews to analyze productivity and performance metrics is a situation where everyone loses. The data insights the software collects should be consulted weekly, and preferably daily, to generate well-deserved recognition and stimulate conversations within teams about key areas for improvement. It can also help facilitate healthy conversations between managers and employees about work habits and schedules, avoiding costly shutdowns, burnout, and high turnover.

4. Ensure culture comes first

In order to promote trust and transparency while respecting employee privacy, the use of productivity monitoring software should prioritize insights over supervision. By being transparent with employees about the use of productivity monitoring solutions and following the other recommended practices described in this article, the implementation of your software can facilitate a more sustainable and productive workplace that benefits management and employees.

Want to learn more about Monitoo and measure your employees' productivity? Visit www.monitoo.com.br and get in touch with us!