Monitoring Others: Use these sample phrases to craft meaningful performance evaluations, drive change and motivate your workforce.

Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks.

Monitoring Others: Exceeds Expectations Phrases

  • Slows down in any situation and takes time to "smell the roses" in order to be more observant
  • Puts one's own needs aside and constantly focuses on the other person in order to observe them
  • Acts normally even when one's mind makes careful and calculated assessments to avoid being perceived as annoying or intrusive
  • Avoids looking at a person up and down so that they don't notice that something is up
  • Looks when a person thinks no one is watching; is especially observant during those times when a person feels comfortable letting it all hang loose
  • Pays attention to how a person looks after having a conversation in order to get a baseline reading of the person
  • Looks for patterns in a person's behavior in order to have a deeper understanding of the person
  • Monitor's physical signs such as a person's breathing. Heavy breathing could be a sign that the person is stressed or feeling nervous about the topic at hand
  • Takes note of a person's clothing in order to know their culture, image, or style
  • Takes note of the ways a person interacts with or avoids others in order to understand their personality

Monitoring Others: Meets Expectations Phrases

  • Compares a person's baseline reading with a later behavior in order to get a clue on what they might want to hide or how they express their true feelings
  • Takes note of a person's reaction the moment they are given a piece of news in order to understand their true thoughts and feelings
  • Figures out ways to know if one is right about a certain observation on a person's behavior in order to avoid drawing false conclusions
  • Creates and defines one's policies and what happens in the event that they are not followed
  • Explains the thought process that led to one's policies in order to reduce people's mistrust caused by monitoring their activities
  • Takes the stated disciplinary action when a person fails to follow one's policies
  • Keeps one's policies within reason and gives upper-level employees freedom to perform tasks their own way
  • Frequently checks in on employees in their own offices or departments at an unscheduled time
  • Keeps employees accountable by regularly having conversations about how their goals are progressing
  • Asks for tangible evidence and details of results on what a person has been working on

Monitoring Others: Needs Improvement Phrases

  • Is afraid to ask for proof of work described in a report when speaking with an employee
  • Does not assess work in progress or ask for plans and timelines for projects from project leaders
  • Does not ask others about employee interactions with colleagues, customers or suppliers thus misses critical information about them
  • Does not block sites that one considers inappropriate, potentially harmful or unimportant to the company
  • Reads employees emails but does not notify them of the policy that allows their emails to be read
  • Continues monitoring and recording employees phone conversations even when they realize they are making a personal call
  • Uses video surveillance to discourage customers from stealing the company's products but not to monitor employees' activities and productivity
  • Tracks employees' location even when they are taking a day off or are on vacation
  • Does not give employees breaks for personal internet use or personal phone calls
  • Documents the disciplinary actions but does not let employees sign them

Monitoring Others: Self Evaluation Questions

  • What techniques have you used to monitor employees? Describe how monitoring others have helped improve your company's productivity
  • How do you make sure the other person doesn't know you are observing them?
  • How do you create a clear explanation of policies for the employees?
  • Is there a time when you felt your monitoring system is not giving you what you expected? What did you do?
  • What are some of the monitoring policies you have in your company? How do you make sure the employees follow the policy of timekeeping?
  • Is there a time when you have had changes in monitoring policy? What have you done to make sure that employees are aware of changes in the monitoring policy?
  • How do you make sure that monitoring does not kill employees morale or make them nervous?
  • How do you access an employee's accountability? How do you deal with an employee who doesn't deliver their work on time?
  • Do you prefer to work in a company where employees are constantly monitored or one where they are not? Why?
  • What have you done to help employees who are struggling to set goals or who seem unwilling to finish a project?

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