Bossware, often known as tattleware or employee surveillance, is more common than ever. A variety of tracking technologies intended to monitor employee activity using Controlio Software are referred to as bossware.
Through software, webcams, CCTV, GPS, fitness equipment, and access control hardware, it is primarily used to track productivity and reduce risk by keeping an eye on phone use, location, email content, browser history, and app usage.
Around 60% of companies with remote workers use bossware in some capacity as a result of the pandemic’s increased need for remote work.
Employees are spending three or more hours a day on non-work activities, according to findings from more than half (53%) of those businesses.
These results are corroborated by other research.
According to one study, up to 40% of employee internet use is unrelated to work, and the global analytics firm Gallup calculates that lost productivity from distracted workers costs the world an astounding $8.8 trillion a year.
Bossware is frequently used to monitor security and can assist businesses in identifying productivity problems.
Employee mistakes like reusing passwords, clicking on links in phishing emails, or neglecting to apply security patches account for between 88 and 95 percent of data breaches.
The greatest threat to cybersecurity is, in fact, people, and bossware can highlight areas where security awareness and training may be deficient.
According to Carey van Vlaanderen, CEO of ESET Southern Africa, bossware could be a useful tool for increasing productivity and analyzing security concerns, but it needs some planning.
When used appropriately, bossware can shield your business from legal and security threats. However, it should never be seen as a substitute for strong security procedures and software.
“Employers should still respect employees’ privacy, but they should also be cautious of any privacy issues that might demotivate workers and harm their relationship with you.”
Things to think about when it comes to bossware
Bossware has various advantages, such as:
- Finding procedures at work that reduce productivity,
- determining which chores could be automated,
- Creating a more equitable workplace by guaranteeing equal responsibilities,
- reducing security threats and keeping an eye on worker stress levels.
However, there are also some possible drawbacks, like:
- little knowledge on how much time is spent on non-digital and problem-solving activities,
- increased demands on employees’ performance,
- legal and privacy issues,
- low staff morale as a result of feeling underappreciated or untrustworthy.
- Implications for ethics and the law
Employee monitoring is generally permitted in South Africa as long as the employer abides by specific regulatory requirements.
The Regulation of Interception of Communications and Provision of Communication-related Information Act (RICA), which states that a business may only intercept communications that are relevant to the business and during the course of conducting business, and the Protection of Personal Information Act (POPIA), which mandates that an employee be informed if they are being monitored, are the two applicable laws.
Therefore, companies are not allowed to monitor employees’ private email or social media accounts after hours or request access to them.
In order for both sides to agree in writing before any work begins, employers usually include any monitoring terms in the employment contract.
However, something is not always morally right just because it is lawful. According to Van Vlaanderen, companies should be careful to make sure that monitoring is appropriate and doesn’t needlessly interfere with workers’ personal life.
Spend some time creating a framework that outlines the scope of the monitoring and the justifications for keeping track of those actions. Encourage staff members not to use work equipment for personal purposes and make sure they are informed about any monitoring and its potential use.
She claims that effective policies will balance privacy concerns with commercial needs.
“Most significantly, openness and communication will be essential to preserving trust between employers and workers, as will making sure that any information gathered is secure and accessible only by those with permission.”
Whether you are worried about productivity or security, keep in mind that monitoring alone is also insufficient. The main priorities should always be consistent training, unambiguous instructions, and a strong software framework.
