The situation shows that most 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, more than some employees watching videos on other floors.
In this regard, the head of Gome's brand public relations department said that this is a reward and punishment notice made by Gome according to the internal staff management rules and regulations, which is a normal reward and punishment situation. Inadvertent disclosure of internal notice triggered discussion among netizens, occupied public resources, and had a negative impact on employees involved outside the company. The company expressed great regret.
However, although Gome's initial intention is to supervise employees and let them take warning and not go fishing at work, this practice is really debatable.
From the perspective of employees, maybe we can think about the following questions:
Some people say that companies can ask employees to advocate overtime culture. Why can't employees fish in return?
If the employee fails to complete the work task, it is not necessary to investigate whether the employee fishes during working hours; What should employees do if they 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, focusing only on merit and not hard work, but it will never let go of any detail in management. Why not publish the work output and overtime of these employees at the same time?
Also, how detailed is the background supervision of employees' online behavior, and does it involve personal privacy information? We don't know.
In a word, I think it is unreasonable for an enterprise to completely deny employees the right to rest or entertainment. The company monitoring behind this will actually reduce the efficiency of employees. Not to mention the law, it is very unwise to supervise employees too much and manage them too carefully from the perspective of energy efficiency. On the one hand, when people are threatened, their attention will be distracted and their work efficiency will be reduced; 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 perspective of the company, as the relevant person in charge of Gome said: "Network resources are the limited working resources of the company. When a fixed point is used abnormally for a relatively concentrated period of time, it will trigger the corresponding network security response, which is a 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 acceptable work and rest range of the company. This is not only not conducive to the self-development of employees, but also unfair to most conscientious and self-disciplined employees, which 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 work efficiency of employees. In view of this, the company should give employees reasonable respect, encourage employees to achieve the 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.