Workplace Monitoring

Trying to squeeze more productivity out of workers, some employers are using finger-recognition technology and other electronic tracking systems to make sure people are present and accounted for when they're supposed to be.

The theory is that if you have to put your thumb on a sensor whenever you enter or leave the office, you will use your time more efficiently. Or at least look like you are.

These new systems are a far cry from the venerable tradition of punching in and out on a time clock. For one thing, your buddy can't log you in without your digit. And managers have instant access to the data on who's where and when.

The real difference with the high-tech systems, though, is in how managers use the information. And unlike the time clock, it's not for payroll.

In some businesses, managers use such systems as a "persuasive management tool." In other words--get your lazy ass back to work or start looking for another job.

In one firm that uses this technology, an employee said that the tracking system has increased her awareness of taking breaks, and she admitted, "I do rush at lunchtime if I go out." That, of course, doesn’t guarantee that she will accomplish any more when she returns.

Some people will work hard and be productive whether some spying, mid-level manager is watching or not; others will find a way to game any system employers come up with. Using high-tech systems for security is one thing, and that has become a real issue for many organizations.

But it’s folly to suggest that biometric tracking systems will increase employee productivity. It’s more likely to spur top performers to jump ship to organizations that don’t feel the need to behave like Big Brother.

On that note, I think I'll put my feet up and take a break.

Comments

[Tim Rueb]

I think there are some sectors in which this type of monitoring is justified. When productivity can't be measured with feedback loops that are external to the employee, then the management of these employees will find ways to understand what performance should be rewarded and which should be avoided.

It's clearly not a good solution for all working environments.