{"id":3940,"date":"2026-10-30T05:32:28","date_gmt":"2026-10-30T09:32:28","guid":{"rendered":"https:\/\/salaryfor.com\/blog\/?p=3940"},"modified":"2026-10-30T05:32:28","modified_gmt":"2026-10-30T09:32:28","slug":"how-bossware-is-being-used-to-weed-out-low-performers","status":"publish","type":"post","link":"https:\/\/salaryfor.com\/blog\/how-bossware-is-being-used-to-weed-out-low-performers\/","title":{"rendered":"How Bossware Is Being Used to Weed Out Low Performers"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">For years, employee performance reviews largely depended on manager observations, project outcomes, and periodic evaluations. Today, many organizations have access to something far more detailed: workplace monitoring technology often referred to as <strong>bossware<\/strong>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">From keyboard activity and application usage to meeting participation and attendance patterns, modern monitoring tools can generate vast amounts of employee data. While employers often justify these systems as productivity tools, they are increasingly being used to identify workers viewed as disengaged, unproductive, or at risk of underperforming.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The result is a new workplace reality where performance is often evaluated not only by outcomes, but also by digital behavior.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What Is Bossware?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Bossware refers to software that monitors employee activity on company devices and networks.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Depending on the platform and company policies, monitoring systems may track:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Log-in and log-out times<\/li>\n\n\n\n<li>Application usage<\/li>\n\n\n\n<li>Keyboard and mouse activity<\/li>\n\n\n\n<li>Meeting participation<\/li>\n\n\n\n<li>Badge swipe data<\/li>\n\n\n\n<li>Remote work activity<\/li>\n\n\n\n<li>Task completion patterns<\/li>\n\n\n\n<li>System access records<\/li>\n\n\n\n<li>Collaboration metrics<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Employers argue that these tools provide objective data and help managers identify workflow bottlenecks. Critics argue that excessive monitoring can create distrust and encourage performative work rather than meaningful results.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">What is clear is that workplace measurement is becoming more common across industries.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Why Companies Are Investing in Workplace Monitoring<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Organizations face increasing pressure to improve productivity while controlling labor costs.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">When budgets tighten, leaders often look for ways to identify:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Top performers<\/li>\n\n\n\n<li>High-potential employees<\/li>\n\n\n\n<li>Training opportunities<\/li>\n\n\n\n<li>Workflow inefficiencies<\/li>\n\n\n\n<li>Underperforming teams<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Monitoring software offers executives a level of visibility that was previously impossible.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Many employers no longer want to rely solely on annual reviews or managerial opinions. They want data.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This trend accelerated following the expansion of remote and hybrid work arrangements, where traditional supervision became more difficult.<\/p>\n\n\n\n<figure class=\"wp-block-embed is-type-wp-embed is-provider-salaryfor-com-insights wp-block-embed-salaryfor-com-insights\"><div class=\"wp-block-embed__wrapper\">\n<blockquote class=\"wp-embedded-content\" data-secret=\"TZioS3zTae\"><a href=\"https:\/\/salaryfor.com\/blog\/the-rise-of-badge-based-monitoring-in-the-post-pandemic-office\/\">The Rise of Badge-Based Monitoring in the Post-Pandemic Office<\/a><\/blockquote><iframe loading=\"lazy\" class=\"wp-embedded-content\" sandbox=\"allow-scripts\" security=\"restricted\" style=\"position: absolute; visibility: hidden;\" title=\"\u201cThe Rise of Badge-Based Monitoring in the Post-Pandemic Office\u201d \u2014 SalaryFor.com Insights\" src=\"https:\/\/salaryfor.com\/blog\/the-rise-of-badge-based-monitoring-in-the-post-pandemic-office\/embed\/#?secret=A4Clee2Yw0#?secret=TZioS3zTae\" data-secret=\"TZioS3zTae\" width=\"500\" height=\"282\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\"><\/iframe>\n<\/div><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">How Bossware Is Being Used to Identify Low Performers<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The reality is often more nuanced than simply measuring productivity.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Most organizations do not terminate employees solely because software flags low activity. However, monitoring data increasingly influences broader performance conversations.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Common warning signs employers may investigate include:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Consistently Low Digital Activity<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Regular inactivity during working hours can trigger attention.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Managers may review whether employees are logging in late, remaining inactive, or spending excessive time on non-work-related applications.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Missed Collaboration Signals<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Some platforms track responsiveness across communication tools.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Employees who consistently fail to respond to requests, attend meetings, or participate in collaborative work may appear disconnected from team operations.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Attendance and Presence Patterns<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Hybrid work environments have led many employers to track office attendance more closely.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Badge data, workspace utilization, and schedule compliance can all contribute to an employee&#8217;s visibility profile.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Declining Output Over Time<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Companies increasingly combine activity data with project completion metrics.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">An employee whose output steadily decreases may attract attention even if overall activity remains relatively high.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">The Risk of Measuring the Wrong Things<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">One of the biggest concerns surrounding bossware is the difference between activity and productivity.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">An employee may spend hours typing emails, attending meetings, and responding to messages while producing little actual business value.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Meanwhile, a highly effective employee may work efficiently, automate repetitive tasks, and generate strong results with fewer visible activity signals.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This creates a challenge for organizations attempting to evaluate performance solely through digital metrics.<\/p>\n\n\n\n<figure class=\"wp-block-embed is-type-wp-embed is-provider-salaryfor-com-insights wp-block-embed-salaryfor-com-insights\"><div class=\"wp-block-embed__wrapper\">\n<blockquote class=\"wp-embedded-content\" data-secret=\"UBfpNWWIFn\"><a href=\"https:\/\/salaryfor.com\/blog\/the-return-of-face-time-culture-why-being-seen-matters-again\/\">The Return of \u201cFace Time Culture\u201d \u2014 Why Being Seen Matters Again<\/a><\/blockquote><iframe loading=\"lazy\" class=\"wp-embedded-content\" sandbox=\"allow-scripts\" security=\"restricted\" style=\"position: absolute; visibility: hidden;\" title=\"\u201cThe Return of \u201cFace Time Culture\u201d \u2014 Why Being Seen Matters Again\u201d \u2014 SalaryFor.com Insights\" src=\"https:\/\/salaryfor.com\/blog\/the-return-of-face-time-culture-why-being-seen-matters-again\/embed\/#?secret=eRmaxxOjOc#?secret=UBfpNWWIFn\" data-secret=\"UBfpNWWIFn\" width=\"500\" height=\"282\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\"><\/iframe>\n<\/div><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">Many workplace experts warn that overreliance on monitoring software can unintentionally reward visibility over effectiveness.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Why Low Performers Are Often the Loudest Critics of Bossware<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Not all criticism of workplace monitoring is misguided. Legitimate concerns exist around privacy, trust, and the possibility of evaluating employees using incomplete data.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">At the same time, many managers report that resistance to monitoring frequently comes from employees whose performance struggles were previously difficult to document.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In traditional office environments, low performers could sometimes blend into the background. Managers might suspect an employee was contributing less than peers, but proving it objectively was often challenging. Modern monitoring tools create digital records that can expose patterns that were once largely invisible.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For example, a manager may now be able to compare:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Project completion rates<\/li>\n\n\n\n<li>Response times<\/li>\n\n\n\n<li>System activity levels<\/li>\n\n\n\n<li>Attendance patterns<\/li>\n\n\n\n<li>Missed deadlines<\/li>\n\n\n\n<li>Collaboration participation<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Employees who consistently contribute less than their peers may view increased measurement as a threat rather than a productivity tool.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This helps explain why discussions about bossware can become highly emotional. High-performing employees often worry about privacy and excessive surveillance, while lower-performing employees may worry about accountability.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">The Accountability Gap Is Closing<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Many organizations are adopting workplace analytics because executives believe they provide a more objective view of employee performance.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">When used responsibly, monitoring systems can reduce situations where highly productive employees carry disproportionate workloads while less engaged coworkers receive similar evaluations.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Managers who support these technologies often argue that the goal is not surveillance for its own sake. Instead, they see workplace data as a way to identify performance issues earlier, reward strong contributors more accurately, and make promotion and compensation decisions based on measurable evidence.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For employees who consistently produce quality work, increased transparency can sometimes become an advantage rather than a threat.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">The Real Debate Isn&#8217;t About Monitoring<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">The deeper workplace debate is often not whether performance should be measured, but how it should be measured.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Few employees object to organizations recognizing strong results. The controversy arises when companies emphasize activity metrics over meaningful outcomes.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The most successful employers are likely to be those that balance accountability with common sense, using monitoring data as one input among many rather than as a replacement for managerial judgment.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Why High Performers Are Not Always Safe<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A common misconception is that monitoring primarily targets struggling employees.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In reality, top performers can also become vulnerable if organizations focus on the wrong indicators.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Consider a highly experienced employee who:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Automates repetitive tasks<\/li>\n\n\n\n<li>Requires fewer meetings<\/li>\n\n\n\n<li>Completes projects independently<\/li>\n\n\n\n<li>Communicates efficiently<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Their activity metrics may appear lower than those of someone constantly engaged in visible but lower-value work.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This helps explain why some organizations still struggle to distinguish between genuine productivity and digital busyness.<\/p>\n\n\n\n<figure class=\"wp-block-embed is-type-wp-embed is-provider-salaryfor-com-insights wp-block-embed-salaryfor-com-insights\"><div class=\"wp-block-embed__wrapper\">\n<blockquote class=\"wp-embedded-content\" data-secret=\"bYi9vWMEUc\"><a href=\"https:\/\/salaryfor.com\/blog\/why-high-performers-are-burned-out-but-low-performers-are-thriving\/\">Why High Performers Are Burned Out \u2014 But Low Performers Are Thriving<\/a><\/blockquote><iframe loading=\"lazy\" class=\"wp-embedded-content\" sandbox=\"allow-scripts\" security=\"restricted\" style=\"position: absolute; visibility: hidden;\" title=\"\u201cWhy High Performers Are Burned Out \u2014 But Low Performers Are Thriving\u201d \u2014 SalaryFor.com Insights\" src=\"https:\/\/salaryfor.com\/blog\/why-high-performers-are-burned-out-but-low-performers-are-thriving\/embed\/#?secret=FBaHYeIeLR#?secret=bYi9vWMEUc\" data-secret=\"bYi9vWMEUc\" width=\"500\" height=\"282\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\"><\/iframe>\n<\/div><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">How Employees Can Protect Themselves<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Workers do not need to become paranoid about monitoring systems. However, understanding how modern organizations evaluate performance is increasingly important.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Focus on Documented Results<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">The strongest defense against questionable productivity metrics is measurable achievement.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Employees should maintain records of:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Completed projects<\/li>\n\n\n\n<li>Revenue contributions<\/li>\n\n\n\n<li>Cost reductions<\/li>\n\n\n\n<li>Process improvements<\/li>\n\n\n\n<li>Customer outcomes<\/li>\n\n\n\n<li>Major accomplishments<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Results are often more difficult to challenge than activity measurements.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Maintain Visibility<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Even highly productive employees can create problems for themselves if leadership is unaware of their contributions.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Providing periodic updates helps ensure accomplishments remain visible.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Strengthen Cross-Functional Relationships<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Employees who are known across departments often benefit from stronger professional reputations and more advocates during performance discussions.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Build Future-Proof Skills<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Workers who continually develop valuable skills tend to have greater career flexibility and stronger job security.<\/p>\n\n\n\n<figure class=\"wp-block-embed is-type-wp-embed is-provider-salaryfor-com-insights wp-block-embed-salaryfor-com-insights\"><div class=\"wp-block-embed__wrapper\">\n<blockquote class=\"wp-embedded-content\" data-secret=\"cLxl9v6WnN\"><a href=\"https:\/\/salaryfor.com\/blog\/the-watchful-eye-how-workplace-cameras-are-changing-employee-monitoring\/\">The Watchful Eye: How Workplace Cameras Are Changing Employee Monitoring<\/a><\/blockquote><iframe loading=\"lazy\" class=\"wp-embedded-content\" sandbox=\"allow-scripts\" security=\"restricted\" style=\"position: absolute; visibility: hidden;\" title=\"\u201cThe Watchful Eye: How Workplace Cameras Are Changing Employee Monitoring\u201d \u2014 SalaryFor.com Insights\" src=\"https:\/\/salaryfor.com\/blog\/the-watchful-eye-how-workplace-cameras-are-changing-employee-monitoring\/embed\/#?secret=N4Opqi3ZQB#?secret=cLxl9v6WnN\" data-secret=\"cLxl9v6WnN\" width=\"500\" height=\"282\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\"><\/iframe>\n<\/div><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">The Future of Workplace Monitoring<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Monitoring technology is unlikely to disappear.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Advances in analytics, artificial intelligence, and workforce management software are making employee measurement more sophisticated every year.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Future platforms may increasingly analyze:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Work patterns<\/li>\n\n\n\n<li>Communication behaviors<\/li>\n\n\n\n<li>Project contributions<\/li>\n\n\n\n<li>Learning activity<\/li>\n\n\n\n<li>Collaboration networks<\/li>\n\n\n\n<li>Productivity trends<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">The organizations that use these tools responsibly may gain valuable insight into workforce effectiveness.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The organizations that rely too heavily on metrics alone may discover that numbers often fail to capture the full value employees bring to the business.<\/p>\n\n\n\n<figure class=\"wp-block-embed is-type-wp-embed is-provider-salaryfor-com-insights wp-block-embed-salaryfor-com-insights\"><div class=\"wp-block-embed__wrapper\">\n<blockquote class=\"wp-embedded-content\" data-secret=\"3AiUEkI6iv\"><a href=\"https:\/\/salaryfor.com\/blog\/the-illusion-of-anonymity-how-employee-engagement-surveys-can-be-used-to-target-individuals\/\">The Illusion of Anonymity: How Employee Engagement Surveys Can Be Used to Target Individuals<\/a><\/blockquote><iframe loading=\"lazy\" class=\"wp-embedded-content\" sandbox=\"allow-scripts\" security=\"restricted\" style=\"position: absolute; visibility: hidden;\" title=\"\u201cThe Illusion of Anonymity: How Employee Engagement Surveys Can Be Used to Target Individuals\u201d \u2014 SalaryFor.com Insights\" src=\"https:\/\/salaryfor.com\/blog\/the-illusion-of-anonymity-how-employee-engagement-surveys-can-be-used-to-target-individuals\/embed\/#?secret=atwIgWlu2R#?secret=3AiUEkI6iv\" data-secret=\"3AiUEkI6iv\" width=\"500\" height=\"282\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\"><\/iframe>\n<\/div><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Final Thoughts<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Bossware reflects a larger workplace trend: companies want more data about how work gets done.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For employers, monitoring tools can uncover inefficiencies, improve accountability, and support workforce planning. For employees, the rise of workplace surveillance creates new incentives to demonstrate both productivity and visibility.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The smartest professionals recognize that modern performance management is no longer based solely on annual reviews. Increasingly, it includes a growing collection of digital signals that influence how organizations view value, contribution, and future potential.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">While technology may help identify patterns, the most successful careers will still be built around something software cannot fully measure: consistently delivering meaningful results.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Related Reading<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><a target=\"_blank\" rel=\"noreferrer noopener\" href=\"https:\/\/salaryfor.com\/blog\/the-rise-of-badge-based-monitoring-in-the-post-pandemic-office\/\">The Rise of Badge-Based Monitoring in the Post-Pandemic Office<\/a><sup><\/sup><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a target=\"_blank\" rel=\"noreferrer noopener\" href=\"https:\/\/salaryfor.com\/blog\/the-watchful-eye-how-workplace-cameras-are-changing-employee-monitoring\/\">The Watchful Eye: How Workplace Cameras Are Changing Employee Monitoring<\/a><sup><\/sup><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a target=\"_blank\" rel=\"noreferrer noopener\" href=\"https:\/\/salaryfor.com\/blog\/the-illusion-of-anonymity-how-employee-engagement-surveys-can-be-used-to-target-individuals\/\">The Illusion of Anonymity: How Employee Engagement Surveys Can Be Used to Target Individuals<\/a><sup><\/sup><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a target=\"_blank\" rel=\"noreferrer noopener\" href=\"https:\/\/salaryfor.com\/blog\/why-high-performers-are-burned-out-but-low-performers-are-thriving\/\">Why High Performers Are Burned Out \u2014 But Low Performers Are Thriving<\/a><sup><\/sup><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a target=\"_blank\" rel=\"noreferrer noopener\" href=\"https:\/\/salaryfor.com\/blog\/the-return-of-face-time-culture-why-being-seen-matters-again\/\">The Return of \u201cFace Time Culture\u201d \u2014 Why Being Seen Matters Again<\/a><sup><\/sup><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a target=\"_blank\" rel=\"noreferrer noopener\" href=\"https:\/\/salaryfor.com\/blog\/how-to-prepare-for-a-promotion-review\/\">How to Prepare for a Promotion Review<\/a><sup><\/sup><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a target=\"_blank\" rel=\"noreferrer noopener\" href=\"https:\/\/salaryfor.com\/blog\/how-to-respond-when-your-manager-gives-you-vague-feedback\/\">How to Respond When Your Manager Gives You Vague Feedback<\/a><sup><\/sup><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>About SalaryFor.com<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">SalaryFor.com provides salary data, career insights, workplace trends, and compensation research across hundreds of occupations and employers. Explore additional salary information and career resources at <a href=\"https:\/\/salaryfor.com\/\">SalaryFor.com<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>For years, employee performance reviews largely depended on manager observations, project outcomes, and periodic evaluations.<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[5],"tags":[4628],"class_list":["post-3940","post","type-post","status-publish","format-standard","hentry","category-on-the-job-advice","tag-employee-surveilance"],"_links":{"self":[{"href":"https:\/\/salaryfor.com\/blog\/wp-json\/wp\/v2\/posts\/3940","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/salaryfor.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/salaryfor.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/salaryfor.com\/blog\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/salaryfor.com\/blog\/wp-json\/wp\/v2\/comments?post=3940"}],"version-history":[{"count":7,"href":"https:\/\/salaryfor.com\/blog\/wp-json\/wp\/v2\/posts\/3940\/revisions"}],"predecessor-version":[{"id":4109,"href":"https:\/\/salaryfor.com\/blog\/wp-json\/wp\/v2\/posts\/3940\/revisions\/4109"}],"wp:attachment":[{"href":"https:\/\/salaryfor.com\/blog\/wp-json\/wp\/v2\/media?parent=3940"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/salaryfor.com\/blog\/wp-json\/wp\/v2\/categories?post=3940"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/salaryfor.com\/blog\/wp-json\/wp\/v2\/tags?post=3940"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}