How To Introduce New Workforce Tracking Technology Without Affecting Employee Productivity

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This is a guest post by Oliver Threlfall, the CEO of TechLoc, a provider of innovative assets and workforce management technology for businesses which now has three international offices in the US, Canada and Australia. Oliver also founded Steamatic Australia, a leading cleaning and restoration firm servicing Australian businesses and families.

Numerous types of technology are now needed to efficiently and successfully run a business. Most employees will appreciate and have no issues using these systems and equipment, especially if they have been part of different processes from the start. However, the introduction of a new system, such as one that will be used to track workforce, will often be met with resistance and even some disdain.

Workforce Tracking Implementation

Most employees will immediately think that having a workforce tracking system means giving management the ability to track their movement and location during their official working hours. This is indeed the primary purpose of a workforce tracking system. But is also something that can really make workers apprehensive and start to doubt the intentions of the company.  It can even affect the morale and productivity of employees.

Certain strategies can help employees become more receptive of a new workforce tracking system and prevent or minimize its negative effects on their productivity. If you have plans of introducing new employee tracking technology in the workplace, below are some tips and techniques that can help you out:

1. Take as much time as you can to fully educate all your employees.

It is normal for everyone to be apprehensive or afraid of change and new technology. As such, it is important that all your employees get as much detail as they can about the new system. Including how to use it, involved processes, benefits, etc.

Provide orientations and training activities to educate employees about using the new system. Give them reading materials as well. When you do everything you can to help employees separate rumors and myths from facts and encourage them to keep an open mind, you will be successful in reducing their worries.

Providing details about the benefits of having and using the new system will lower stress levels, too. And when staff are not too anxious, their productivity and the quality of their work won’t be affected gravely.

2. Get the leaders involved.

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If you have a large organization, it is important that you get the leaders to your side. They can help greatly with disseminating key information about the new system, as well as with motivating the employees. From the get-go, you need to work closely with fellow leaders in setting the vision, and creating and implementing a strong plan.

If your employees see that their supervisors and managers are not worried about the change and are, in fact, interested and comfortable with the new system, they will easily follow suit. They will get an assurance that even with the introduction of new technology, it’s work as usual. So there should be no reason for their performance and morale to take a nosedive.

3. Introduce the system gradually.

There may be an urgent need to implement the new system immediately. But bear in mind that you will still see or experience some resistance from the employees even if they are well-informed and prepared. It is best to introduce the new system gradually so that the workers can adjust more effectively.

In addition, too much training in a short span of time can lead to information overload. Asking employees to use the new technology with immediate effect will also cause them to become confused about following the new processes. This could lead to costly and time-consuming errors being made which can interrupt the productivity of the company.

4. Encourage employees to participate and provide honest feedback.

Once the employees get a feel of using the new system during practice runs, ask them for their opinions or comments regarding their experience. Encourage them to be honest and to share any recommendations or tips that they think can help everyone adapt to the new system better.

Also, allow them to take an active role in the implementation of the new system since they will be the ones using it. Once they start to understand and willingly accept and use the new technology, there will have fewer worries about the change affecting their work performance.

5. Address an employee’s genuine concerns immediately.

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Maybe your employees have questions about the workforce tracking system and are worried about its effects on their work. Take the time to address their concerns properly. Have a talk with the staff or make sure the manager or supervisor does so. Even responding to the employees by email will help greatly in allaying their fears.

The quicker you are in addressing your employees’ concerns, the better it will be for their morale and efficiency.

6. Provide additional resources and training.

Lastly, continue providing information and training to employees before and even after the system has been implemented.

You can share resources that they can use to prepare for new developments when they are applied. Giving them additional reading materials and training classes will help them feel more confident in using the new system and utilizing them to maintain and enhance their productivity.

Workforce tracking technology usually comes with a lot of negative connotations. However, it offers remarkable benefits such as giving both employees and the administration easy access to real time data, reducing the risks of costly human errors, and streamlining key internal processes. It is a system that employees will find valuable and convenient as long as they accept and know how to use it.

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