Tips for Employers:How to Discuss Kickidler with Your Team the Right Way
Don’t justify yourself
This is not a “software vs. employees” situation, it’s a management tool. Talk about the software in a calm and confident way.
Address objections at once
Your answers should be brief, coherent and final. No “we’ll give it a try”, “perhaps”, “let’s think about it”.
Stick to the rules and facts
Your company has certain policies regarding working hours, work machines, confidentiality. Use them as your reference.
Emphasize a systemic approach
Monitoring is never just about one person. It’s carried out across different jobs and profiles over a long period of time. This ensures objectivity and fairness.
State your position as a leader
Use phrases like, “We have made the decision,” “This is part of the strategy,” “We are implementing unified standards.” This takes the emotional heat off.
If an employee is overskilled, it’s a cause for growth, not complacency
Offer employees new challenges, not freedom from obligations.
Monitoring is not about lack of trust
Monitoring is about risk management and performance improvement. It’s a business tool, not a pressure technique.
Specific answers to popular employee objections regardingKickidler employee monitoring software
Employee: It’s an invasion of privacy
Employer: The software only records work activity during working hours. In addition, Kickidler has an AutoKick feature, where you can turn the monitoring on and off yourself. This completely eliminates any monitoring of personal time.
Employee: You read my personal e-mails and messages
Employer: No. We have a privacy policy: no personal emails, games, messengers or social media are allowed on the work computer. All personal matters are to be managed from a personal device only. The workplace is strictly for work.
Employee: I spend most of my time brainstorming. How will you track that?
Employer: We don’t evaluate just a single day. We base our analysis on weeks and months of data, taking into account the specifics of each position. We benchmark an analyst against another analyst, a content manager gets measured against another content manager. We are aware which jobs require high mental engagement.
Employee: I get all my work done in 3 hours. How I spend the remaining time is up to me
Employer: While that’s wonderful, the employer is paying you for a full day’s labor. If you complete all your tasks in three hours, it means you should be engaged in other work processes the rest of the time. It’s a matter of workload distribution, which is done by the manager.
Employee: It’s unnecessary stress and pressure
Employer: Stress comes from ambiguity. Kickidler provides full transparency. You can clearly see what’s expected of you and how well you’re doing. On the contrary, it takes the pressure off.
Employee: This is surveillance and a violation of my rights
Employer: Everything is in compliance with the law. We comply with the data privacy regulations and company policies.
Employee: Reports can be faked
Employer: No, they cannot. The data is collected automatically. The reports can’t be changed manually. This way, you get a better assurance of objectivity.
Employee: It kills motivation
Employer: On the contrary, when done correctly, monitoring acts as an additional motivation. Data allows you to fairly assess employee contributions and reward those who are truly effective.
Employee: The software is complicated and frustrating
Employer: Everything is automated. Employee involvement is kept to a minimum. The interface is intuitive.
Employee: Why do we need it? Everything’s under control as it is
Employer: Feeling like you have everything under control is an illusion. The software provides accurate data that can either confirm or deny the feeling.
Employee: I’m gonna be penalized for nothing
Employer: No. We look at data across teams and processes. No one is after employees.
Employee: You’ll use it against me personally
Employer: No. We look at data across teams and processes. No one is after employees.
Employee: What if I open YouTube by mistake?
Employer: No one is evaluating every second. We’re looking at the big picture of productivity. A one-time deviation is not a problem. A regular one is an issue.
Employee: My job is in the creative field. You can’t measure my flow
Employer: It's not creativity we’re measuring. We record the rhythm of work, switching between tasks, employee engagement. This helps identify obstacles to creativity, rather than restricting it.
Employee: What if I have multiple tasks and projects at once?
Employer: That’s what makes monitoring all the more important. It shows actual time allocation and helps optimize the workload so that you don’t burn out in the long run.
Employee: Why do you need to know what I’m spending my time on?
Employer: Because we as an organization want to understand where we are wasting resources. This is a management tool, not an attempt to control individuals.
Employee: I’m used to working differently. This is not my preferred method
Employer: We are creating a unified framework. The rules are the same for everyone. It’s not a matter of preferences. It’s a matter of business efficiency.
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