The founder of Crossover also believes

[zakiyatasnim]

The app is designed so that workers get paid for productive time, and if they spend it on other things, they should get less,” says Crossover founder and CEO Andy Triba.

In his opinion, hard metrics determine how much a worker gets done during the day. Keystrokes on the keyboard and mouse are an indicator of productivity, and screenshots allow you to see what workers are doing without the personal intervention of a manager. Triba believes that Worksmart is a tool not for micromanagement, but for training.

“The apps you use, where you spend your time, who you interact with are key indicators of how you actually work,” he says.

By analyzing the work patterns of the most productive people on a team, he says, managers can motivate new or less productive workers to follow the same patterns. “We believe this is part of the workflow of the future.”


Crossover Worksmart

On the other hand, the app could become too serious a tool qatar number data for inquisitive management. Triba admits that some will probably overdo it with the control, but believes that the market will sort itself out, because workers voluntarily agree to be monitored and can quit if they are not satisfied with their manager.

that monitoring with Worksmart is a fair price for the opportunity to work remotely.

Other monitoring apps track how employees communicate with each other. Humanyze is developing a service that tracks email and instant messaging, and some of its clients are even giving workers badges with microphones and beacons to track their movements and conversations.

Humanyze claims that the data it collects is anonymous and that employee IDs are grouped by team. This means that an employer can see that someone in marketing sent a message to someone in sales or met with someone in a conference room, but Humanyze doesn't identify who exactly.


Humanize

The company also states that it does not store the content of messages or conversations, only metadata to determine the number of people in the meeting, so no one is imposing a penalty for too long (or short) conversations with colleagues.

“We’re only concerned about employee behavior, whether they’re communicating with their managers, colleagues, and leadership,” says Humanyze CEO Ellen Nussbaum.