Employees: I see you. I can track you. Should I?

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WhereAreYou_jtpedersen_tracking_should IEarlier today I was pointed toward an article, “So You Want To Keep Track of Staff – But Will They Let You?”  Let’s turn the question on it’s ear.  As an employer, I can see you, I can track you: Should I, or should I even want to?

In the vast majority of cases, no. If the members of my teams need that level of monitoring, that level of micro-management, for my businesses, I have done a poor job in hiring.

As the article cites, there are some cases where geo-tracking is appropriate. For instance, where are my distribution vehicles? Where are my high-value assets (e.g. a truck, a major piece of equipment)? In these cases I am not tracking the person but rather the company asset.

cctv_camera_jtpedersen_tracking_should I_privacyIn cases where, for operational expediency, tracking is a value-add, then it needs to be up-front in the hiring process. And, there need to be specified limits applied.

This is like any other sort of reporting process. I do not want my teams to track something simply because it can be, because it’s easy.  There needs to be a specific value-add reason. Otherwise you are simply squandering resources and lowering morale.

You might just get more value out of ‘not’ tracking your people, when they know you ‘could.’

With the increased prevalence of tracking services such as Google Latitude and Glympse, check-ins via Facebook and Yelp!, or geo-tagging whenever you post on Goggle+ and Twitter, what do you think?  Under what circumstances might you feel Ok with your employer tracking you?

Image credit(s):
Map: Google Latitude
CCTV Camera: abcdz2000