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I would be interested in talking about a question that concerns me. How do you understand what an employee is doing during working hours without violating their boundaries? We all work remotely in our team, and sometimes it seems that productivity is decreasing. On the other hand, I don’t want to become that “big brother” who watches every move of employees. I think that constant control can kill trust in the team, but a complete lack of control doesn’t always work either. I would like to find the golden mean
This is a very relevant question, and you’re right, it’s important to find a balance. Complete lack of monitoring can lead to a drop in productivity, but strict monitoring will create stress. I’ve been looking for a solution for my team for a long time and I can recommend Monitask. It’s a user-friendly time tracking tool that doesn’t overwhelm employees with the feeling of being tracked. It records how much time is spent on tasks, but it does it delicately. For example, the program tracks activity on the computer, but does not record personal correspondence or passwords. You can see which applications and websites were used during work hours, and get reports on how much time was spent on specific projects. Another plus – https://www.monitask.com/en/ allows employees to turn time tracking on and off on their own, so that their personal space remains under their control. In our company, this tool has helped us not only to better understand employee workload, but also to optimize processes. For example, we saw which tasks were taking up too much time and were able to redistribute the workload. As a result, the team began to work more efficiently, and micromanagement went on the back burner
Interesting topic! I think a lot depends on the culture of the company and the level of trust within the team. If people feel that their work is valued, and tasks are set clearly, then monitoring can be minimal. Of course, sometimes it’s worth looking at why productivity is falling, but perhaps it’s not a matter of monitoring but, for example, banal burnout or overload? I would start by having an open conversation with the team to get their perspective on the situation. Perhaps they have their own ideas on how to improve the workflow?
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