Employee GPS tracking is now an important tool for managing field and sales teams in the fast-paced world of business. The benefits are hard to ignore, from making people more productive to making sure they are responsible. But like any other technology, it only works as well as you use it.
Sadly, a lot of businesses make mistakes that could have been avoided, which leads to low adoption, employee resistance, or wasted money. Here are the three most common mistakes people make when tracking employees with GPS and how to avoid them.
Mistake 1: Not Communicating the Purpose Clearly
Many workers don’t want to be tracked by GPS because they think it’s about “spying” instead of making work more efficient.
Why it’s a problem:
Not being open can cause people to lose trust, morale, and even legal problems.
How to fix it:
•Explain the business benefits, such as better task assignment, faster client service, and fair performance evaluation.
•Make it clear that tracking is only during work hours and focused on productivity—not personal surveillance.
•Get employee consent and address concerns upfront.
Mistake 2: Choosing the Wrong Employee GPS Tracking Software
There are differences between tracking apps. If you choose one that doesn’t have the right features, it can be frustrating and waste time.
Why it’s a problem:
Your team will have a hard time using your software well if it is hard to use, doesn’t work with CRM or payroll, or doesn’t work when you’re not connected to the internet.
How to fix it:
•Look for key features like real-time location tracking, geo-fenced attendance, task updates, and automated reporting.
•Choose a solution that works seamlessly on mobile devices and has a simple, user-friendly interface.
•Ensure it offers data security and compliance with local privacy laws.
Mistake 3: Ignoring Data Insights
Some businesses buy GPS tracking but only use it to find out where things are, not the useful information it gathers.
Why it’s a problem:
You miss chances to find ways to boost sales, make routes more efficient, and find your best employees.
How to fix it:
•Use the analytics and reporting tools to track KPIs like visit-to-sale ratios, client coverage, and time spent per task.
•Review the data regularly and use it to reward high performers and coach those who need improvement.
•Integrate GPS tracking insights with sales performance and incentive programs.
Final Thoughts
You can change how you manage your field or sales team with GPS tracking for employees, but only if you use it correctly. You can get the most out of your investment and create a culture of accountability by being open with your team, picking the right software, and using the data to make smart decisions.
FAQs
Q1: What is employee GPS tracking?
Employee GPS tracking is the use of software or mobile apps to monitor the real-time location, attendance, and activities of employees—typically field or sales staff—during working hours.
Q2: Is employee GPS tracking legal?
Yes, employee GPS tracking is legal in most regions if it is done transparently, only during work hours, and with the employee’s consent. Always check local labor and privacy laws before implementation.
Q3: How can companies avoid employee resistance to GPS tracking?
By communicating openly about its purpose, focusing on productivity benefits, and ensuring that tracking is limited to work-related activities.
Q4: What features should I look for in an employee GPS tracking app?
Key features include real-time tracking, geofencing, task updates, automated reporting, offline mode, and integration with CRM or payroll systems.
Q5: How does GPS tracking improve sales performance?
It helps managers monitor field visits, optimize schedules, track client coverage, and gather data for performance analysis, leading to better sales strategies and higher productivity.
