The Role of Software in Tracking Remote Worker Productivity

Since the Industrial Revolution, productivity has been measured by the length of hours people work per day and determined the salary they received with or without additional overtime pay. Bonuses and salary increases have previously been affected by employee KPIs and other productivity assessments. Since the global pandemic of Covid-19, the typical 9-5, Monday to Friday work model finds itself facing inevitable change as people continue to remote work. Businesses across the globe face the question:

How do we measure remote worker productivity?

With employees working remotely, measuring productivity needs to focus more on outcomes based approach instead of the standard office hours. Some employees work better late at night or early in the morning; others find themselves juggling many different roles such as caregiver, parent, educator, and so on. As a result, employees may not be able to show up to face time meetings during standard 9-5 hours. They may have to help their child with online school session; or, help with caregiving a family member.

According to Cecile Alper-Leroux from Forbes, remote workers and employees are needing their employers’ trust now more than ever. This trust can be communicated by focusing on project success and other outcomes completed within the required time frame instead of hours worked.

What about the Role of Software in Tracking Employee Productivity?

Businesses across the world have implemented various software to assist in tracking remote worker productivity, time management, reporting and invoicing, and more. With company’s relooking at how they measure productivity, we find ourselves looking at our use of technology. How do we still use software in tracking remote worker productivity without infringing on employees privacy, rights, and trust?

Owen Hughes at ZDNet shares the challenges surrounding the use of software to measure employee productivity include possible GDPR and privacy infringements as well as some companies not consulting their staff in the implementation of monitoring and tracking software. Whilst businesses have the right to use software to track the progress and movements of their staff, the way software is used is critical.

At the end of the day, companies want to know how their employees use their time and maintain a level of security regarding company and client data. On the other hand, remote workers and staff wish for their employers to extend a level of trust towards them without infringing on their private life and rights.

Alper-Leroux adds to this by sharing how constant surveillance brings distraction and incorrect focus while creating a toxic company culture.

A Possible Solution

Using software to help employers maintain accountability, security, and trust within their business and staff is possible. By discussing with employees the necessity for such software and the way it will be used, helps create a healthy and trusting company culture. Staff will be reassured to know that their rights and privacy are not been infringed. In addition, trust will be confirmed as employers take the time to listen empathically to their staff and work on being aware of the many different roles their employees face both at home and at work.

Software that tracks app use, time management, scheduling, and remote worker productivity can be used safely and wisely by any business without compromising company security or employee rights. With healthy monitoring, open communication, and trust, remote work can continue to pioneer a new structure for businesses and the ways we measure remote worker productivity.