Employee Performance Monitoring Tools
Employee performance monitoring tools count things that are easy to count. Keystrokes, active hours, application time, messages sent, tickets closed.
None of those is contribution. A person thinking carefully about a difficult problem registers as inactive. A person producing a great deal of low-value output registers as excellent.
The second effect is faster than the first. People work out what is being counted and adjust, usually within a couple of weeks. Activity metrics rise, the underlying work does not change, and the data becomes a record of adaptation rather than performance.
Where monitoring is genuinely needed, for safety or for a regulated process, say plainly what is collected and why, and never present activity data as though it measured how well somebody does their job.
The Fair Work Commission expects a valid reason a person can respond to. This is general information rather than legal advice, and obligations vary by state and territory.
See Sentrient’s performance management system and privacy training course.
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