What Does It Mean to Be a Vigilant Employer?

3 Habits Managers Can Adopt XNSPY

We talk a lot about employee management. We talk about how managers should be smart but not overbearing. How they should be two steps ahead but never leave their team behind. How they need to be monitoring their performance but not invading their privacy.

And we get it. All of these sound like oxymorons. The latter contradicts the former and nothing reallu makes sense. What does it mean to be a vigilant employer, anyway?

The thing is we can have all these discussions about what makes a good manager and what makes a bad manager. However, what makes a good manager is determined by time, situation and the employees themselves.

So let’s try and make some sense out of these discussions that seem to say so many things all at the same time.

Giving Employees Directives

The first thing vigilant employers do is give their employees clear Directives. Nothing becomes more cause for frustration than not knowing what you’re supposed to do. And these problems are even more prevalent in today’s day and age when organisations are promoting job flexibility.

Keeping all of that in mind, it is super important for you as the employer to sit your employee down and talk about what his core duties are, what key performance indicators they will be judged on and what end results you want to see out of them. Technically, this is something you should do when you hire an employee. However, it is always a good idea to have a conversation with your worker every month or so where you talk about direction and strategy. This will also serve to converge all the different tasks your employee has been doing into a singular goal.

Monitoring Performance, Not Habits

When it comes to using employee monitoring apps, it is imperative that you use them to monitor their performance that directly correlates to your company’s well-being. It is never okay to judge your employee based on a few habits that they may or may not have. Let me explain.

Perhaps you’ve got an employee that likes to walk around a lot. They take plenty of smoke breaks and like to stop at everyone’s work station for a chat. And that drives you nuts. You’d rather there be discipline in the office where everyone is seated at their desk and working at their level best. Because this particular employee is walking around so much, you doubt that they are getting any work done at all. You start to wonder if they are competent at all.

And that’s where err of judgement steps in. It doesn’t matter what their habits are. It doesn’t matter what their style of working is. As long as it is not detrimental to other people’s performance and as long as they get their own work done at the end of the day, you have no reason to doubt them!

Building Up, Not Tearing Down

Another thing vigilant employers do is that they use their monitoring apps to build their employees up, no tear them down. Monitoring and surveillance allows for transparency which means you get to know someone inside out. What happens in these cases is that the employer goes on a power trip. They begin to focus more on what their employees are doing wrong; and that’s not the problematic part. The problem occurs when those errors are used to degrade the employee, to break them down by pointing out all their flaws.

Vigilant employers will use that information to build the employees up. After they have identified the  weak areas, they will help them out in their professional development so that they can gain the skills they are lacking. Yes, it may take some time and resources, but replacing them will do the same. And degrading them will lower their performance, not invigorate them to do better.

So next time your employee monitoring app tells you when your employee has done something wrong, take a moment to evaluate how you plan to approach this subject. Think of all the ways you can help them become better. Be facilitators, no humiliaters.

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