Ever had a week where everyone was working hard, but somehow nothing moved forward? We've been there. We had good tools and what seemed like a solid setup, but something wasn't clicking. On paper, everything looked great. In reality, we kept missing deadlines and losing focus. Everyone was busy - really busy - but we couldn't tell if all that activity was getting us anywhere meaningful. So we decided to try something different. We used our employee monitoring system more strategically. Not to watch over people, but to get a clearer picture of where our time was actually going. The results honestly surprised us in a good way. Let me walk you through what we changed, what we discovered, and how these monitoring tools can actually support your team instead of creating stress or mistrust. The Problem: Productivity Felt Slippery The Problem: Productivity Felt Slippery Before we made changes, we had all the usual tools: Slack, project boards, regular meetings. But we were always behind schedule. Our team worked both in the office and from home, and everyone put in long hours. The real problem was we couldn't see where time and energy were actually going. Some days disappeared in a mess of doing too many things at once. Other days ended with us thinking: "What did I actually get done today?" We had productivity tools, but no real understanding of how work was flowing through our team. Then it hit us: our people didn't need to work harder. We needed better information. We needed to track how time was spent on different projects and tasks, not just count the total hours worked. The solution wasn't more effort - it was better visibility into where that effort was going. What We Chose: A Monitoring Tool That Prioritized Trust What We Chose: A Monitoring Tool That Prioritized Trust From the start, we knew that any monitoring tool we used had to respect people’s autonomy. Nobody wants to feel like they’re being watched every second. So, we focused on finding a solution built on transparency and insight, not surveillance. We researched employee activity monitoring options and looked for features like: employee activity monitoring employee activity monitoring Time tracking
App and website usage
Productivity reports
Optional screenshots Time tracking App and website usage Productivity reports Optional screenshots These gave us useful data without crossing ethical lines. One such tool is Apploye, which offers a thoughtful approach to monitoring remote employees, a great fit for teams like ours that include features for both in-office and remote teammates. monitoring remote employees monitoring remote employees We rolled it out gradually, explained our intentions clearly, and encouraged honest conversations along the way. That level of openness made all the difference. What Changed: Less Guesswork, More Clarity What Changed: Less Guesswork, More Clarity Once we started using our monitoring system more intentionally, we noticed some positive shifts. We Got Real About Time We Got Real About Time We quickly learned that some tasks were taking far longer than expected, while others barely needed attention. With that knowledge, we could rebalance workloads and set clearer expectations. Distractions Became Visible (and Fixable) Distractions Became Visible (and Fixable) Having a time tracker with screenshots helped us spot patterns without having to guess. We could review how time was spent and understand context, which made it easier to troubleshoot distractions or misaligned priorities, without any micromanaging. time tracker with screenshots time tracker with screenshots Meetings Got Shorter (Finally) Meetings Got Shorter (Finally) We could finally see just how much time was being swallowed by meetings. With real data, we trimmed unnecessary calls and restructured recurring ones. The result? More focus, less fatigue. We Spotted Burnout Before It Hit We Spotted Burnout Before It Hit Patterns in activity levels became our early warning system. We could actually spot when someone was pushing themselves too hard. Instead of waiting for someone to burn out, we were able to step in with support. At first, we weren’t sure if people would find the data helpful or intrusive. But because we led with trust and transparency, it became a tool for everyone, not just for leadership. The Ethical Side of Employee Monitoring The Ethical Side of Employee Monitoring Let’s be honest. The words “employee monitoring” can sound a bit intense. For some people, it brings up images of constant spying or controlling managers. And honestly, that’s a valid concern. That’s why we made ethics and trust a top priority from day one. We started by asking some simple but important questions: Why are we using a monitoring tool?


What will we actually track?


How can we make sure our team feels comfortable and informed? Why are we using a monitoring tool? Why are we using a monitoring tool? What will we actually track? What will we actually track? How can we make sure our team feels comfortable and informed? How can we make sure our team feels comfortable and informed? We used a time tracker with screenshots. But we fully transparent. Everyone knew when screenshots were being taken and how they were used. Nothing was hidden. No surprises. We also gave team members control. They could pause tracking if needed or share feedback anytime. This helped people feel respected and included in the process. The key was transparency. We clearly explained what the tool does, why we chose it, and how it supports our work. We also listened to questions and made changes based on team input. Because of that, the tool became something we used together, not something we pushed on people. We believe employee monitoring should never feel like surveillance. It should be a tool that helps people do their best work. It can show when someone is close to burnout, help clarify goals, and open up better conversations between teammates. Using Monitoring to Improve Performance Reviews Using Monitoring to Improve Performance Reviews This part surprised us. We didn’t expect our employee monitoring tool to actually help with performance reviews, but it did. Of course, it didn’t replace real conversations. We still rely on 1:1 check-ins, team feedback, and shared goals. But the data gave us helpful context we didn’t have before. In the past, performance reviews were based mostly on memory, opinions, and scattered notes. Now, we can see patterns in how people work. For example, if someone handled multiple big projects without delays, the data backs that up. If someone was stuck in meetings all week, we can talk about that too. These insights made our 1:1s more useful. Instead of guessing where someone was feeling stressed or overworked, we had real info to look at together. We could ask things like, “You’ve been spending a lot of time on this task. Is it still your top priority?” That led to better conversations and stronger support. It also helped team members reflect. A few people said they didn’t realize how much time they lost switching between tasks. That kind of self-awareness helped them grow without needing any outside pressure. Most importantly, it made reviews feel more fair. We weren’t just judging results. We were looking at the whole picture—what worked, what didn’t, and how to improve moving forward. How We Made It Work (Without Making It Weird) How We Made It Work (Without Making It Weird) Introducing a monitoring system to your team can backfire if it’s rolled out the wrong way. We didn’t want to lose trust. We wanted to build it. So we took an intentional, human-first approach that made the rollout feel more like collaboration. Here’s what helped us earn buy-in and keep things smooth: We were transparent from the beginning. No surprises, no secrets.
We focused on team goals, not individual surveillance.
We emphasized growth, not punishment.
We invited feedback and adapted based on what we heard. We were transparent from the beginning. No surprises, no secrets. We focused on team goals, not individual surveillance. We emphasized growth, not punishment. We invited feedback and adapted based on what we heard. This approach made it feel like a team effort. People didn’t feel monitored. They felt supported. The biggest win? When someone raised a concern, we didn’t just brush it off. We adjusted. Whether that meant tweaking settings or disabling certain features, we made sure the system worked for the team, not the other way around. Lessons Learned Lessons Learned After implementing our employee monitoring tool, we walked away with some real takeaways. These are the things that helped us refine our approach and make it sustainable. Buy-in is everything. If your team doesn’t trust the system, no software can save you.
Start small. We tested it with a small group before scaling. That made a huge difference.
Not everything needs tracking. It’s okay to say, “We don’t need this feature for this team.” Flexibility goes a long way.
Keep checking in. The real question isn't “Is it working?” It's “How do people feel about it?” You can’t set it and forget it. Buy-in is everything. If your team doesn’t trust the system, no software can save you. Start small. We tested it with a small group before scaling. That made a huge difference. Not everything needs tracking. It’s okay to say, “We don’t need this feature for this team.” Flexibility goes a long way. Keep checking in. The real question isn't “Is it working?” It's “How do people feel about it?” You can’t set it and forget it. These lessons helped us avoid friction and prevented us from leaning too heavily on the tool itself. The tech was helpful. But the real power came from how we used it and how open we were to adjusting along the way. Common Mistakes to Avoid Common Mistakes to Avoid We didn’t do everything right the first time. Honestly, we came close to making a few mistakes that would’ve tanked the whole rollout. So if you’re thinking about using employee monitoring, here are a few things to avoid. Don’t surprise your team. Introduce the idea early and involve people in the process.
Don’t use it as a scorecard. Context matters more than numbers.
Don’t ignore concerns. If someone feels uneasy, there’s probably a good reason. Address it. Don’t surprise your team. Introduce the idea early and involve people in the process. Don’t use it as a scorecard. Context matters more than numbers. Don’t ignore concerns. If someone feels uneasy, there’s probably a good reason. Address it. The biggest myth is thinking the tool alone will make your team productive. It won’t. But when it’s paired with good communication and clear expectations, it becomes a strong support system. Bonus Benefit: Better Work-Life Boundaries Bonus Benefit: Better Work-Life Boundaries Here’s something we didn’t expect. Time tracking actually helped people log off more consistently. When folks could see where their hours were going, it gave them permission to unplug. No guilt. No pressure to always be online. Monitoring didn’t just help us do more, it helped us stop at the right time. Beyond Monitoring: What Else Helped Us Level Up Beyond Monitoring: What Else Helped Us Level Up Even the best monitoring tool won’t move the needle if the rest of your workflow is messy. We knew we had to zoom out and look at how we worked, not just how we tracked it. One of the biggest upgrades came from automating repetitive tasks. With tools like Zapier, we cut out manual busywork and gave our team more time to focus on meaningful projects. Additionally, using a POS system with built-in employee monitoring features helped us keep everything in one place—tracking clock-ins, performance, and shift patterns—without adding extra tools or tension. We also created more space for learning and development. Short courses, internal sessions, and team knowledge swaps kept things fresh and helped everyone grow in ways that supported their daily work. We made big improvements to project management too. We simplified our boards, clarified task ownership, and made sure priorities were actually clear. That alone reduced a ton of back-and-forth and second-guessing. And we reworked our communication habits. More async updates, fewer unnecessary meetings, and clearer Slack norms meant less noise and more focus time. Most importantly, we started having regular check-ins about how people were doing. These honest conversations helped us stay aligned, support each other, and identify issues before it’s too late. Because real productivity isn't just about doing more. It's about working better together. Would We Recommend It? 100% With Conditions Would We Recommend It? 100% With Conditions Thinking about trying employee monitoring? Here’s what we’d tell any hybrid (or remote) team: ✅ Use it to learn, not control✅ Be upfront and set expectations✅ Always respect privacy✅ Focus on outcomes, not busyness When done right, it builds alignment, reduces friction, and supports people doing their best work. But go in with the right mindset. Monitoring is a mirror. It reflects your team culture but it doesn’t fix it. One More Thing: Productivity Is Also About Mindset One More Thing: Productivity Is Also About Mindset Even with the best productivity tools and systems, mindset remains the most powerful driver of results. We've moved beyond celebrating constant activity. Instead of measuring success by how busy we are, we now value doing the right things well. This means prioritizing deep work, eliminating unnecessary tasks, and taking time to reflect on what truly moves us forward. We've also created an environment where discussing obstacles is encouraged. Whether it's communication overload, shifting priorities, or limited bandwidth, we address these challenges together rather than working around them. And we recognize that rest is essential. Taking a walk to clear your mind, scheduling focused work time, or maintaining healthy boundaries between work and personal life—these aren't luxuries, but necessary components of sustainable productivity. Mindset isn't captured in productivity metrics. But it's evident in your team's energy, clarity, and momentum. It's the foundation that makes everything else effective. Final Thoughts: Monitoring Tools Aren’t the Enemy Final Thoughts: Monitoring Tools Aren’t the Enemy At first, we weren’t sure if employee monitoring would help or hurt. But for a team like ours, with both on-site and remote members, it brought clarity. It helped us uncover bottlenecks, fix what wasn’t working, and move forward together. Monitoring isn’t about control. It’s about visibility, trust, and support. Start with empathy. Lead with transparency. Choose tools that make work better for everyone.

This story contains AI-generated text. The author has used AI either for research, to generate outlines, or write the text itself. 

This writer has a vested interest be it monetary, business, or otherwise, with 1 or more of the products or companies mentioned within.

How We Increased Team Productivity with Employee Monitoring Software

About Author

Comments

TOPICS

THIS ARTICLE WAS FEATURED IN

Related Stories

10 Best Employee Monitoring Software

5 Remote Working Best Practices and Tips in the Era of Coronavirus Pandemics

8 Efficient Ways to Monitor Employee Productivity

Are Time Clock Machines With Fingerprints Legit?

How To Protect Your Data While Working Remotely

How to Reduce the Risk of Former Employees Coordinating with Insider Threats

10 Best Employee Monitoring Software

5 Remote Working Best Practices and Tips in the Era of Coronavirus Pandemics

8 Efficient Ways to Monitor Employee Productivity

Are Time Clock Machines With Fingerprints Legit?

How To Protect Your Data While Working Remotely

How to Reduce the Risk of Former Employees Coordinating with Insider Threats

Light-Mode

Classic

Newspaper

Minty

Dark-Mode

Neon Noir

Minty

HN StartUps