Mythbusters in HR: how not to fire a “star”. Part 2

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It is difficult to imagine a human resources management system without a human resources manager. Competent HR is not only a “nanny” for employees but also a loyal assistant to the head. The fate of personnel, line managers, and even entire departments often depends on his words and advice.

But what if the HR manager is wrong? What if HR went to the “dark side of the force” and turned into a gray cardinal: he began to lobby for the interests of some employees and “betray” others in favor of his personal desires?

In the previous article, we told which categories of employees HR managers want to get rid of and how to check the objectivity of such decisions. This material will complete the topic.

Liars and gossips

Liars and gossips are the quintessence of harm to the company. Firstly, distorting the facts and trying to avoid responsibility causes a significant blow to the efficiency of the business. And, secondly, the spread of false information destroys the normal working atmosphere in the team.

But, before you cut all the staff that fell into this category at one fell swoop, it is necessary to make sure that the unflattering characteristics are true.

The easiest way is to analyze employee communications. Distortion of information and distortion of facts is very easy to find by studying the correspondence of the staff.
Monitoring communication in popular messengers, such as Skype, will help to detect gossip. Usually, it is difficult for them to keep the “latest news” to themselves for a long time and they need to “share the secret” with the widest possible audience as soon as possible.

If the accusations are confirmed and the liar-gossip is found, it is worth going further and studying the circle of his contacts in the company. People who are prone to this behavior prefer to gather in small flocks, and the most effective solution for the head is to say goodbye to the entire group as a whole.

Bored loafers

Perhaps this is the simplest and, at the same time, the most complex group.

It is extremely easy to detect loafers. It is enough to monitor the activity of the staff and analyze how much of the time is spent on fulfilling work needs, and how much is spent on counterproductive activity.

But, if the company has not yet implemented a personnel control system and does not analyze the time management of employees, you should be ready for the fact that it is the accusations of laziness and inefficiency that will become an occasion that will help get rid of the unwanted.

Most often, such incidents occur during the “war for the chair”, of which HR also becomes a part due to a misunderstanding or as a result of collusion. There are two most common patterns of action.

The first is that an employee with higher motivation, professional knowledge and leadership qualities appears in the department. Naturally, sooner or later, he will become a threat to his immediate supervisor. To keep a warm chair, it is important for the head of the department to sabotage the work of a subordinate: to make him guilty of all failures and miscalculations. Such plan is very vulnerable, because the truth can come out. The support of the HR manager will strengthen the position: in addition to the reports of the conspiratorial head, the HR’s characteristics appear in the case. As a result, a TOP manager or business owner will receive a low assessment of the professional skills and personal qualities of the employee who is trying to survive. And this is at least two negative reviews against the words of one employee. The situation is likely to end with the dismissal of a promising specialist.

Mythbusters in HR: how not to fire a “star”. Part 1

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The HR manager is a key link in the work organization system. It is foolish to underestimate the importance of HR, because business owners and department managers listen to the opinion of the “HR specialist” before making a final decision about hiring an employee or firing him.

But do not forget – HR managers are not robots, devoid of emotions and, therefore, any action will bear the imprint of a personal relationship with this or that person. This is a serious threat to business. If you make the wrong management decision, you can easily lose an employee who could bring significant benefits to the company.

The analysis of the most common misconceptions of HR specialists will help to reduce the risks.

Toxicity

Domestic research and foreign surveys clearly demonstrate that 70-80% of HR managers are afraid of “toxic” employees. They try not to hire such specialists, but if an employee manages to get on board a corporate ship, they are fired first.

HR category of “toxic” employees includes personnel who: do not believe in the success of projects; prevent colleagues from achieving results; avoid risk; avoid responsibility; pessimistically perceive a number of ideas; react too emotionally.

Any sane head is unlikely to want to hire an employee with such a dubious portrait. But, in the reasoning of HR managers, there is one key flaw: all of the above characteristics are not objective, they only express the personal attitude of one person to another. Even the opinion of a group of people does not always reflect the real situation: what if several employees try to “waste” a more successful colleague, and HR, for subjective reasons, went along with them?

To minimize the impact of the “human factor” while making important decisions, the study of reports and statistics of personnel action monitoring systems will help.

First of all, you need to break down the “signs of toxicity”, which are allocated by HR managers, into several groups.

Segment one – factors associated with excessive emotionality. They are usually expressed in incorrect communication with colleagues and partners. To find out exactly whether an employee regularly crosses the line, is outraged at the drop of a hat, and is also inclined to be rude, it is enough to analyze his correspondence in mail, messengers and check phone conversations. You can’t hide pig in a poke: if an employee is prone to outbursts of emotions, confirmation will be found very quickly. But, if there is no evidence of “toxicity” – it is worth taking a closer look at colleagues who are pumping up the atmosphere. There’s a chance they’re just getting rid of a competitor.

The second segment is pessimism, attempts to avoid risk and avoid responsibility. There are some employees who are very fond of scolding the company, and all innovations are perceived extremely negatively. Keeping such characters is stupid and counterproductive. On the other hand, sound criticism and the search for vulnerabilities in the plans help to avoid mistakes and provide for all possible scenarios. Such an employee is extremely valuable, because his analytical approach will help to avoid possible miscalculations and, accordingly, save time and money.
Most often, incompetent heads and colleagues who blindly believe in one way to solve problems, or who do not want to admit their mistakes, try to get rid of “critics”.

To distinguish a “positive” critic from a “destructive” one, a comparative analysis of staff work patterns will help. The KPI critic with a plus sign will be higher than that of his colleagues, because he can think several steps ahead. The time spent on non-working needs is lower than the average for the department, and the speed of task implementation is higher. Such an employee is inclined to make decisions quickly and is ready to take responsibility for them. However, if the algorithms for performing actions are imposed by less competent staff or a line head, the “positive critic” will definitely note the flawed plan in writing and refuse to be responsible for the consequences of ill-considered decisions.

The “negative” critic is always in the laggards, because the level of self-motivation of the “pessimist” is low.

If you look closely at the communications of such an employee, it turns out that in most cases they do not openly express their positions, agreeing with their heads in everything. At the same time, they are happy to discuss plans behind the back of colleagues and the head.

It is difficult to imagine a human resources management system without a human resources manager. Competent HR is not only a “nanny” for employees, but also a loyal assistant to the head. The fate of personnel, line heads and even entire departments often depends on his words and advice.

But what if the HR manager is wrong? What if HR went to the “dark side of the force” and turned into a gray cardinal: he began to lobby for the interests of some employees and “betray” others in favor of his personal desires?

In the last article, we told which categories of employees HR managers want to get rid of and how to check the objectivity of such decisions. This material will complete the topic.

Liars and gossips

Liars and gossips are the quintessence of harm to the company. Firstly, distorting the facts and trying to avoid responsibility causes a significant blow to the efficiency of the business. And, secondly, the spread of false information destroys the normal working atmosphere in the team.

But, before you cut all the staff that fell into this category at one fell swoop, it is necessary to make sure that the unflattering characteristics are true.

The easiest way is to analyze employee communications. Distortion of information and distortion of facts is very easy to find by studying the correspondence of the staff.

Monitoring communication in popular messengers, such as Skype, will help to detect gossips. Usually, it is difficult for them to keep the “latest news” in themselves for a long time and they need to “share the secret” with the widest possible audience as soon as possible.

If the accusations are confirmed and the liar-gossip is found, it is worth going further and studying the circle of his contacts in the company. People who are prone to this behavior prefer to gather in small flocks, and the most effective solution for the head is to say goodbye to the entire group as a whole.

Bored loafers

Perhaps this is the simplest and, at the same time, the most complex group.

It is extremely easy to detect loafers. It is enough to monitor the activity of the staff and analyze how much of the time is spent on fulfilling work needs, and how much is spent on counterproductive activity.

But, if the company has not yet implemented a personnel control system and does not analyze the time management of employees, you should be ready for the fact that it is the accusations of laziness and inefficiency that will become an occasion that will help get rid of the unwanted.

Most often, such incidents occur during the “war for the chair”, of which HR also becomes a part due to a misunderstanding or as a result of collusion. There are two most common patterns of action.
The first is that an employee with higher motivation, professional knowledge and leadership qualities appears in the department. Naturally, sooner or later, he will become a threat to his immediate head. To keep a warm chair, it is important for the head of the department to sabotage the work of a subordinate: to make him guilty of all failures and miscalculations. Such plan is very vulnerable because the truth can come out. The support of the HR manager will strengthen the position: in addition to the reports of the conspiratorial manager, the HR’s characteristics appear in the case. As a result, a TOP manager or business owner will receive a low assessment of the professional skills and personal qualities of the employee who is trying to survive. And this is at least two negative reviews against the words of one employee. The situation is likely to end with the dismissal of a promising specialist.

The second scheme is an attempt by the team to get rid of the head. This usually happens when a new head comes to a small firm or a close-knit department. The reorganization of work and the desire to improve efficiency destroy the cozy world of lazy people, and they unite in the face of a common enemy. In such situation, the owner or TOP will rather believe the friendly voice of the team that he has known for a long time, than a new person, a stranger to the company. The result is sad: the head of the department will be dismissed, and the team will continue to live the same life, not overshadowed by excessive work.

HR management is a delicate matter, and any wrong decision leads to serious losses. Attempts to optimize the structure of departments based on a personal attitude, without a solid background of analytical data, are in themselves a risky situation.

To protect the business and reduce the chance of negative consequences arising from reckless actions, it is necessary to build relationships with the collective on the basis of analytics, statistics and objective information. Various systems for monitoring staff activity help to collect such data.

Mirobsae: facial recognition

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Technologies of facial recognition are very popular in systems that ensure the physical safety of citizens. For example, intelligence agencies in various countries use Facial Recognition tools at airports and other crowded areas to search for dangerous criminals, identify terrorists, identify potentially dangerous individuals, and prevent emergencies.

In business structures, information and physical security are inseparable. And it’s not just about preventing unauthorized access to the media of important commercial information, but also about observing basic business processes focused on protecting the company’s assets.

Technology

Engineers of the Mirobase company have developed their own unique face recognition technology from web cameras, which is based on an already trained neural network and artificial intelligence.

The main advantage is that the system does not need access to the Internet. All processes are carried out inside the corporate network, without connecting to third-party servers. This not only reduces the risks, but also allows you to use the complex inside a closed perimeter, in which there is no access to the global network.

Application’s spheres

The technology, similar to FaceID, integrated in Mirobase software, allows to find out retrospectively which employees used a laptop at a certain point during the working day, determine the PC user in real time or configure the login using a biometric parameter-face recognition.

In financial structures, such as banks or credit organizations, the complex allows to implement the “four eyes principle” qualitatively. The essence of the rule is that important documents related to the allocation of funds must be double-checked by different employees. However, the rule is not always followed: there are cases when the second “controller” approves the document without even looking at its contents. Such situations increase the corruption component, because, knowing about non-compliance with the principle, the fraudster can certify almost any document.
The Mirobase misuse or misappropriation of company assets.

Another sphere of application is the differentiation of access levels. Often, several employees work at the same computer, with different levels of access. Usernames and passwords have been compromised, because they can be transferred to a third party or simply written down on a piece of paper and forgotten on the table. Such carelessness allows insiders at the touch of a button to download commercial documentation, hiding behind the guise of one of their colleagues in the office.

Authentication of users without biometric control systems significantly increases the risk of leakage and makes it difficult to conduct investigations in the event of an information incident. After all, it can be very difficult to figure out who exactly used the PC in the absence of the rightful owner and downloaded the client database. Face recognition technology will allow to identify accurately the computer operator at a given time and find out what documents he was working with.

Together with voice DLP and interception of images from web cameras, the new Mirobase feature changes the approach to the enterprise security system. Now the complex controls not only the information perimeter within which data move, but also monitors external factors – the company’s employees and their actions in the physical environment.

By identifying personnel and linking their actions to changes in the digital world, the complex allows to instantly detect risky operations, identify the culprit, and stop corruption, fraud, and violations of security regulations.

How to protect intellectual property

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Intellectual property is a key element of a successful business. It is the reliable security of information that determines the competitive advantages that ensure a presence in various markets.
A trade secret is a much more valuable product than a company’s “physical” assets. And it does not matter in which form it is expressed: customer bases, patents or new developments of leading employees. All sorts of “dark forces” are trying to get close to this treasure: representatives of competitors, hackers and insiders.

Intellectual property protection is a set of measures and technologies that involve both specialized departments, such as lawyers, security and IT departments, and every employee of the enterprise. After all, any employee, in one way or another, is personally responsible for the proper treatment of the intellectual property entrusted to him.

Before starting protecting trade secrets, it’s a good idea to clearly understand which information is most valuable to your business. There are 4 basic categories of intellectual property.

The first category is patents. They allow to monopolize legally the production of certain goods or the use of specific technologies. Those who wishing to use the patented products will have to purchase such an opportunity from the copyright holder company.

The second one is trademarks. They include names, phrases, sounds, and symbols that are directly related to the company or its products.

The third is copyright, which protects written or artistic works recorded on a tangible medium.

The fourth group is the most interesting for business, because it includes trade secrets. These can include anything: a chemical formula, a drawing, a device, a set of data or processes or plans to launch new lines or products. Even ideas for entering new markets. Any leaks of such information lead not only to immediate financial damage, lost profits and prolonged unplanned expenses, but also to court cases. And this is an extremely slippery path to an unknown future. After all, to compensate for the damage caused, the business will have to prove that the secret is actually a secret, it adds value to the company, and most importantly-measures were taken to protect it.

To secure your valuable data, it is necessary to follow a few simple steps.

1. Determine what in your company falls into the category of “intellectual property”: the theft of which information will lead to immediate financial damage and loss of market positions. Heads of departments who are daily faced with various aspects of business activity can help in this matter.

2. Take control of copying equipment — printers, copiers, scanners, fax machines. Firstly, modern devices are able to store in memory all the documents that they process. And, secondly, most of the information leaks initiated by an insider occur in the form of printed documents. After all, the average company rarely uses software that allows you to accurately determine which documents are printed. According to foreign experts in the field of information security, data protection systems with the option of printer control are the first line of defense against malicious actions of the “mole”.

3. Moving information within a local network, displaying documents in the “cloud” or copying them to a flash drive is one of the priority areas of control. The head needs to know what employees copy and what third-party services they use. This will help to develop a security policy, properly configure and protect resources, and identify data leaks. Ideally, a traffic monitoring system should not only track all information movements, but also be able to detect suspicious activity and deviations from the norm that signal the actions of insiders.

4. Staff communications. The use of work mail for personal purposes, personal accounts in social networks and messengers on the work computer are potential security holes. And it’s not just the malicious intent of particularly enterprising employees. Banal sending of important documents “to the wrong chat” can cost the company profit and reputation.

The “Mirobase” software package has all the characteristics that Western analysts define as the most important. Test the program and you will see its intellectual property protection capabilities from personal experience.

Biometric identification: an easy way to forget about passwords

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Trust is an important aspect of a relationship. Communication within the company, the exchange of information with customers and partners, any business interactions involving two or more individuals, in one way or another, are based on the trust of the participants in the process to each other.

If we are talking about the “consumer-company” relationship, then not only the cost of the product or service, but also the reviews about the company play a key role in the client’s behavior model. The abundance of negative comments in the Internet is a bell which signals that it is better to look for another place to make a purchase.

Inside the business, the scheme works the same way. A request to pay a bill from an unknown person, who was hired only yesterday, is perceived as a risky operation that requires additional validation – confirmation of the leader. At the same time, the exact same request from a colleague from a neighboring department, with whom more than one cup of coffee was drunk – a self-evident task that does not cause suspicion.

The study of basic behaviors is at the heart of social engineering: why ram thousands of dollars on equipment and attract high-quality technical specialists in hacking, if it is possible to put pressure on the most vulnerable link of the security perimeter – on a person.

Phishing and other popular methods of data theft necessarily involve the use of disguises that inspire confidence in the victim, because it is the easiest way to force an employee to make a transaction or send confidential information pretending to be his head, colleague or representative of regulatory authorities. Of course, it is possible to create a virtual identity that suits better the situation. But this method does not guarantee success: an attentive employee can expose the substitution.

To help the attackers who are concerned with the “correct” disguise, the darknet is always ready to come to the rescue: you can buy stolen accounts in it for a mere penny. According to statistics, only in 2017, more than 16.7 million usernames and passwords were stolen in the United States, which were later put up for sale on hacker forums. If you extrapolate the statistics to the whole world, the disaster will amaze with its scale.

Of course, the darknet is not a panacea, because the necessary disguise may not be there. Therefore, multi-pass operations come to the rescue. During the first phase, the attackers need to steal the personal or work account of someone from the company’s staff. In the second stage, the disguise will help convince the victim of the legitimacy of the social engineer’s requests.
Every year, the effectiveness of such schemes is steadily increasing. For example, in 2018, the number of illegal financial transactions carried out thanks to stolen digital accounts increased by 55%!

The reason for the growth of cybercrime is the weak protection of accounts, because simple usernames and passwords are not enough barriers for attackers. Modern hacking tools and proven social engineering schemes make it easy to bypass authorization forms and steal a “digital identity”.

Large foreign companies and experts in the field of information security have come to the conclusion that the only effective tool to reduce risks is authorization by biometric parameters.
Bright examples of such technologies, which have already become widespread, are right next to you, just remember the AppleID face recognition system or the Amazon Echo voice. And additional biometric authentication of personnel is already being implemented everywhere in international corporations, banks and large production facilities. Such innovations allow to solve a whole range of security service tasks.

Employees no longer need to remember long passwords and, moreover, write them down on a piece of paper glued to the monitor. Face recognition authorization will prevent illegal access to the work machine, even if the access codes were stolen.

If the enemy is inside the company, systems similar to FaceID will not let the insider go beyond the operating system loading screen, and the Security Service representative will be able to record an attempt to access the data and conduct an investigation.

Today, access codes consisting of symbols are gradually turning into a vestige of a past era. They are too easy to steal, which means that they do not protect valuable information, but only create the illusion of security. Following the trends, modern security systems are abandoning the remnants of the past, gradually switching to more reliable methods of authentication using biometric parameters. The simplest and the most reliable is face recognition. Web cameras are available on almost all office computers, so setting up and implementing software systems that distinguish one employee from another will not require additional financial investments or excessive labor.

Biometric authentication software modules are a logical step in the evolution of security systems. Identification of users’ faces not only increases the reliability of protection, but also helps to solve a number of business problems. For example, to control the implementation of the “four eyes principle”, to determine the author of the document, or to control the atmosphere in the team. Analyzing the facial expressions of the staff, which the systems are gradually learning, will help you understand how satisfied the team is with the current tasks and working conditions. But the quality and efficiency of work largely depend on interpersonal relationships in the office.

Information security: basic principles of risk management in small and medium-sized businesses

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Many chiefs believe that medium and small businesses are well protected from data leaks. What kind of attacker would like to spend money and effort on a company of 50 people? And in a company with 10 employees, there will definitely not be an insider: after all, everyone is under the supervision of the boss.

This view is fundamentally wrong. The statistics are stubborn: 43% of cyberattacks target small firms. And 60% of small and medium-sized businesses that were “lucky” to encounter a data leak were closed six months after the incident.

Risk management will help you cope with the challenges of the modern digital age. Predictively identifying “bottlenecks”, the chief will protect the company as much as possible and, at the same time, not only avoid possible losses from leakage, but also be able to save money by implementing exactly the protection tools that are necessary for specific business conditions.
The basic plan to minimize risks is simple, and consists of only 3 points.

1. Identity management: managing information about users and processes of corporate networks

The main task of the chief is to segment the information by the degree of importance and restrict access to it. It sounds very simple: gave the employees a complex username and password, hid the databases from public use, and the rule was fulfilled. In real life, this approach is more harmful than helpful.

It would be better to start with an analysis of business processes, which will help to understand exactly what information is most valuable, who among the staff should access it as part of their job responsibilities, and what will happen if the procedure becomes much more complicated. Mindless bans will slow down the work of employees, reduce efficiency, and provoke violations. For example, one of the managers will start “sharing” their access codes, only because the endless matching of requests to the database of customers or suppliers can lead to the failure of transactions due to inadequate deadlines for processing applications.

Putting efficiency at the forefront, and setting bans on mass access to sensitive data based on current operational processes, the chief will significantly increase the level of information security without reducing labor productivity.

In addition, as part of the measures to delimit access, you can always use the “cheat code” – biometric identification systems. For example, authentication using face recognition systems is much more reliable than using multi-digit usernames and passwords that employees stick to the monitor or store in files on the desktop. The authorization process itself, in the presence of such systems, is significantly simplified and accelerated, since you no longer need to remember complex combinations and type them on the keyboard. But time is money.

2. Management of backups and updates

“Holes” in outdated software, critical incompatibility of old and new applications — the basis of most leaks.

A key factor in reducing risks is timely software updates. And it’s not just about security systems, you need to keep track of the latest updates of all sorts of “office” programs.

In companies, it is not uncommon for the security system to control a new version of accepted software, and employees still use the old one. This approach is a direct invitation for hackers.
The rule works the other way around: if the manufacturer has released a fresh security system integration, which takes into account the features of the latest versions of “office” programs, and the company holds off to update its “shield”, you should be prepared for the fact that some of the options of the new software will be out of control.

And, of course, do not forget about regular backups: if an emergency still occurred, the information will have to be restored. The absence of a backup can deprive a business of a place in the market in one second.

3. Monitoring

The more elements that are monitored – the less risk there is. Monitoring of installed programs and hardware in the PC will help to detect infection with viruses and miners, to conduct an inventory of “software” and its versions, to prevent the theft of “hardware” – discrete video cards,” slats ” of the core memory and hard drives. Tracking the geolocation of laptops will allow you to catch a thief and prevent the “leak” of information to third parties.

And, of course, the main task is to monitor the most vulnerable link of any business – personnel. The control of the “human factor” is a key element of modern risk management. Banal errors, such as sending data “in the wrong window”, saving working information to a flash drive or sending data to a personal email-a potential source of serious problems and losses. Special attention should be paid to insiders, who can appear even in a company consisting of 3 people . Their malicious actions always lead to serious financial damage, up to bankruptcy.

Using the principles of risk management and following simple rules, the business owner will not only significantly increase the level of information security and avoid a number of emergencies, but also save money by implementing only the most effective and necessary security systems.

Toxic employees are the threat for business

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Business efficiency rests on the shoulders of employees. Especially their well-coordinated work determines the growth and development of the company. But there are two sides of the same coin: as soon a discord begins in the team, you have to forget about productivity. Even one disloyal employee with low motivation is capable to “wrap” brothers in trade and lead a department or a small company to plateauing and retrogression in a matter of weeks.

HR managers identified some of the most dangerous categories of office workers that an employer should beware of. The main of them is the toxic staff. The “Mirobase” software package will help you detect such employees in practice.

The term “toxicity” itself on the work place includes a whole layer of employees. The most dangerous are pessimists who have lost faith in success. And we aren’t talking about “critics” who must necessarily be present in any team. Their role is to conduct crash test of claims before the forces and resources will be thrown into the implementation of dubious measures. The main distinguishing feature of useful “oppositionists” is constructive criticism and no other way.

Unconstructive comments, lack of argumentation and pessimism about anything are the markers that distinguish toxic workers. After all, constant doubts are not just harmful, they are contagious and can demotivate any team. It is especially dangerous when “leaders” fall into this state, because their opinion is important for the team.

To find the “whiners” is possible by implementing the control of correspondence in the mail and messengers. Such “white-collars” regularly vent their emotions on the air, not particularly shy of either colleagues or chiefs. And they sincerely believe that there is nothing wrong with such behavior.

The “Categories/Deviations” report also helps identify emerging signs of depression. A sharp or gradual decline in work effectiveness clearly indicates an emerging problem.

Immediately dismiss such an employee is stupid. A heart-to-heart conversation will help you learn about the causes of changes in behavior and solve the problem. However, if pessimism is an immanent trait of a particular person, the employer should think about how to protect the team from a dangerous employee, or about dismissal.

In second place in terms of threat level are schemers who arrange spy games with an attempt to go over colleague’s head or frame colleagues on the scale of “Game of Thrones”. These individuals spend their energy not in a peaceful direction, moreover, they also involve their colleagues in questionable games. As a result, not only the efficiency of labor suffers, but there are innocent victims who give in to provocations.

Finding the “gray cardinal” is not easy, but it is doable. Intrigue implies active communication, which means that you need to carefully monitor the staff, with the widest range of contacts in the company. The “Communication Graph” report allows to do this. To determine whether the “communicator” is positive or negative, the analysis of labor efficiency will help. If communication encourages colleagues to feats and achievements – the chief was lucky, and he found a cementing element of the team. However, if endless conversations lead to a decrease in labor productivity – a ” communicator “with a” minus ” sign is found. After conducting additional research on the correspondence, the manager will find victims of lies, gossip and intrigue.

In third place — the average lazy people who prefer games, social networks, or conversations in the smoking room to the performance of official duties. If the negligent attitude is not stopped in any way, sooner or later, others begin to ask the question: “If John can play games all day or sit in the rest-room with a cup of coffee, why can’t I do this?»

And so, the department begins to turn from an able-bodied team into idle zombies, aimed not at the result, but at finding the next model of behavior “how to do nothing, but get paid”.
Time-use analytics will separate productive activity from idleness or malicious activity. And in combination with the study of surfing the Internet, the chief is always able to determine with pinpoint accuracy what the employee was doing.

Save time on the analysis will help the “Activity Feed” report, which clearly illustrates all the actions of the staff during the day.

Unfortunately, the confrontation between the “employer-employee” will always be maintained. And it depends only on the actions of the chief whether the business will gain momentum and rush forward like a locomotive, or, like the Titanic, swim to the bottom. The cornerstone in this process is the optimization of personnel work, which is impossible to carry out without hard-boiled analytics systems. After all, any conclusions that are not supported by objective data are subjective, and are more likely can cause harm than benefit.