What comes to mind when you hear the term “remote workers?” Do you let out an automatic grunt? If so, you aren’t alone, many organizations have their reservations about allowing employees to work remotely. The concern for quality, productive work or employee productivity (and not paying your employee to scroll through social media all day) is at high priority.

Exploring employee #productivity: With the right policies in place, they can both monitor employee productivity and provide their employees with highly sought after work/life balance. Click To Tweet

On the contrary, many organizations would be pleased to know that with the right policies in place, they can both monitor employee productivity and provide their employees with highly sought after work/life balance.

A 2016 survey concluded four main points:

  • Remote workers are happier
  • Remote workers feel more valued
  • Remote workers feel they’re more productive
  • Remote workers contact with managers is detailed

All of these above points are great – for the employee. But what about for the employer? After all, if the employer is not convinced, then there’s not a remote work option to rave over.

What are the advantages to the employer?

First off, allowing an employee to work from home decreases the money spent to “house” an employee in the organization’s physical office. Costs such as office supplies, a workstation, software and even heating/cooling costs are all terminated.

Employers ultimately have to touch base with remote workers more often, which is great as that feeling of engagement will breed productivity. Be cautious not to group employee engagement and productivity together, they are separate entities whom compliment each other and thrive in healthy remote work situations. An employee who feels both in touch with their organization and motivated within their workforce will work diligently to prove their productivity.

“Although employee productivity and engagement are not the same thing — both are needed to ensure that organizations are making the biggest impact possible. By creating workplaces that support and value employees, organizations can create both.”

Engagement lends to productivity – and vice versa, clearly both aspects are needed for a business to excel. While engagement is left up to the efforts of the employer, productivity can be motivated and monitored with employee monitoring software.

Employee monitoring is a tool that can be utilized to monitor and ensure employee productivity. Via the use of employee monitoring software, employers are able to gauge productivity and employees are motivated to work harder to prove to their value. So, how can organizations conduct employee monitoring to calculate productivity?

How can employee productivity be monitored?

With the use of employee monitoring software, employers are able to do many things – all entirely customizable and unique to the needs of the given organization. One employer may wish to have their employees know that they are being monitored and another may prefer the software to operate in stealth mode. No matter the distinctions, the benefits of employee monitoring and productivity analysis remain.

“Employee monitoring allows a business to track employee activities and monitor worker engagement with workplace related tasks. A business using employee monitoring on a computer can measure productivity, track attendance, ensure security and collect proof of hours worked.”

All of the monitoring that employers instill are based off of their own concerns. Should a company be processing financial data, they are required to be PCI DSS compliant. Therefore, they may wish to have instances where a user is accessing sensitive data recorded and not any other time windows. Employers may also choose to blacklist certain sites that are deemed unproductive in nature – Pinterest or a user’s Netflix account are sure to make this list. Remote workers who are spending too much time on an unproductive site or task may be alerted via the monitoring software. The alerts can range from a full lock out to a reminder to get back to a productive state – whatever the employer chooses.

Remote employees may also clock into their workspace and select the task they are to be working on, this log can give employers some insight into what their workers are doing and just how productive they are being. Another concern that employers may face is how to distinct when an employee is working versus when an employee is idle. When a remote worker is supplying no input, that time frame is labeled to be idle time. Employers may also choose to utilize user analytics to discern how long a given task takes when no time is idle – this gives employers a bit of framework to go off of and pinpoint where time is not being utilized as it should.

Once an employer has been able to view all of the employee monitoring software results they are able to take any actions they see fit to further increase remote worker productivity. Some changes that an employer may wish to make may be, encouraging remote workers to trim down the time spent answering emails and communicate via instant messaging (we’re all for increasing engagement). Or an employer may see that certain tasks should be shifted in priority to meet the needs of the organization and satisfy productivity.

Employee monitoring software delivers productivity assessments to organizations all while allowing workers to work remotely – fulfilling the needs of both parties.

Overall, remote workers will only increase in force and productivity levels have the ability to flourish under employee monitoring software. Flexibility, higher sense of trust and greater job satisfaction coupled with an employer who is involved and aware, equals success. So fire up your employee monitoring software – your remote workers are waiting and ready to be productive. Click below to learn more about Teramind.

Productivity