People spy on cell phone without accessing the phone for different reasons. Parents do it to monitor their children’s cell phone activities, employers do it to ensure productivity in the workplace, and spouses do it to catch a cheating partner. If we come to think of it, all these are valid reasons to spy on someone. But especially in the workplace, what is it exactly that employers want to know in terms of how their employees use their phones?
There can be a lot of confusion or disagreements about what behavior in social media is acceptable and what is not. For many employees, social medial is where they can express themselves freely. However, employers are likely to over-react and get angry over their employees’ social media posts.
The best thing to do on the part of employers is to make their employees understand very clearly what online behavior is tolerable or acceptable, and what isn’t. Before using any software to spy on cell phone without access, employers also need to understand what can motivate an employee to say something on social media, which may be against the employer.
Important Points to Consider
Posting Grievances – It is common for employees to use social media to air their grievances. You may have seen social media posts of workers in companies expressing their complaints about how badly they are treated at work. This should be seen by employers as a sign that there are things at work that need attention and improvement.
Work and Personal Life – It’s important for employees to draw the line between their professional and personal lives. They are not supposed to express their personal views or reactions when they are acting as representatives of the organization. By installing tools to spy on cell phone without having the phone, employers are able to monitor what their workers post on the company’s social media accounts.
Rules Regarding Social Media Use at Work – Employers must set clear company policies or rules as to how social media can be used by workers during work hours. These policies need to be written clearly and be made available to all workers. There also need to be an outline of the disciplinary actions to be implemented for those who break such rules.
Direct Forms of Communication – Many workplace conflicts can easily be addressed and resolved by personal or face-to-face communication. Although the computer and other mobile devices have provided us with means to communicate more efficiently and conveniently, it’s still of utmost importance that people in the workplace (employers and employees) find ways to communicate face to face.
Employers must realize that while it’s useful to spy on cell phone without accessing the phone for employee monitoring, it has to be done with the traditional ways of supervising and consulting employees.