The situation shows that most of the employees spend the most time "fishing" on Tencent Video and Tik Tok. The most prominent one is an employee of the Planning Audit and Asset Safety Center, who spent 22.5 G on Netease Cloud Music, which is more than some employees watching videos on other floors.
In this regard, the person in charge of Gome's brand public relations department said that this was a reward and punishment notice made by Gome according to the internal staff management rules and regulations, which was a normal reward and punishment situation. The inadvertent disclosure of the internal notice triggered discussion among netizens, occupied public resources and had a negative impact on the employees involved outside the company. The company expressed great regret.
However, although Gome's initial intention is to supervise employees, so that employees can take a warning and not go fishing at work, this practice is really debatable.
From the employee's point of view, maybe we can think about the following questions:
Some people say that the company can ask employees to work overtime, so why can't employees touch the fish in return?
If the employee fails to complete the work task, it's ok to investigate whether the employee fishes during working hours. What if employees relax after finishing their work or rest after continuous high-intensity work?
When evaluating employees' performance, the company emphasizes that it should be result-oriented, only pay attention to credit and not hard work, but never let go of any details in management. Why not announce the work output and overtime of these employees at the same time?
also, how detailed is the backstage supervision of employees' online behavior, and does it involve personal privacy information? We don't know.
In short, I think it is unreasonable for an enterprise to completely deny employees the right to rest or entertainment, and the company monitoring behind it will actually reduce employees' work efficiency in the end. Not to mention the law, it is very unwise to supervise employees too much and manage them too finely from the perspective of energy efficiency. On the one hand, people's attention will be distracted and their work efficiency will be lower when they are threatened; On the other hand, good internal communication is the cornerstone of enterprise development, and trust is the basis of communication. Monitoring not only destroys the trust relationship, but also greatly increases the time cost of communication between superiors and subordinates.
From the company's point of view, as the relevant person in charge of Gome said: "Network resources are the limited working resources of the company. When abnormal traffic is used at a fixed point in a relatively concentrated period of time, it will trigger the corresponding network security response, which is a very normal network management method." We can see that reasonable supervision of employees is also desirable. After all, some employees do have "excessive fishing" behavior, and the use of their traffic has far exceeded the scope of work and rest that the company can accept. This is not only not conducive to the self-development of employees, but also unfair to most conscientious and self-disciplined employees, and is not conducive to creating a good working atmosphere in the company.
in fact, for the company, management monitoring is to operate services, and the essence is to improve the efficiency of employees. In view of this, the company should give employees reasonable respect, encourage employees to achieve an ideal balance between work and life, and accept the workplace concept of combining work and rest, instead of over-supervising or even monitoring employees' privacy. Employees should also maintain a positive spirit of struggle and do their duty in their work.