FEATURE
THE GOOD, THE BAD AND THE UGLY
As developments in smart technology continue to deliver, time and attendance tools are becoming more sophisticated. Christian Berenger,
Managing Director of Ezitracker Remote Workforce Management Technology explores the negative misconceptions around monitoring workforces.
Following the uptake of tablets, smartphones and wearable monitoring technology and the proliferation of apps available, we are seeing an increase in demand for the latest time and attendance technologies for field- based workers and remote workers.
These new technologies enable employers of large remote workforces such as cleaners and maintenance workers to reduce absenteeism, lower costs via automation, and increase productivity. Often this comes at a perceived price in terms of employee engagement and a feeling of mistrust.
Feedback we had from many FM providers at the recent Facilities Show, reinforces what I have seen throughout the past decade or so, concerning time and attendance monitoring; FM and cleaning staff tend to look at it as management implementing a Big Brother solution and managers are unsure how to overcome this perceived barrier.
We know that delivering site-based contracts is costly. Managing huge teams of remote workers can be a huge challenge, but the real benefits to both employees being monitored, and managers monitoring, start to emerge when we all start to focus on the positives that this tech brings.
Yes, it does track people’s activity. Yes, it does highlight the less productive or unreliable employees, but it also highlights the good reliable employees, those who turn up each day, who consistently clock in and out when and
where they are supposed to. You don’t tend to get that visibility from any other solution.
Employees who resist monitoring technology are likely to be the least productive workers. With a time and attendance system in place, the staff who consistently outperform are the ones who stand out. This is a major opportunity to highlight the positives and motivate entire workforces. Managers can start to focus on improving staff engagement, wellbeing and productivity and manage the whole employee lifecycle.
Many of our longstanding customers are beginning to introduce gamification strategies which focus on success at all levels of their workforce. On regional levels, national levels and local levels. League tables focusing on successful service delivery, KPIs, are working, and rewarding effective contribution is encouraged. Gamification strategies result in improved performance, motivation and learning. On the performance side, it drives daily employee goals and engagement. This flipside is rarely talked about.
Results can be shown in dashboards available to managers and communicated internally to all. Good business decisions can be made by focusing on the positive information collected. This gets staff engaged at every level in the organisation, from site managers, to supervisors to individual workers.
64 | TOMORROW’S FM
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