Want to introduce employee tracking software to your company? A successful deployment requires buy-in from your key stakeholders; your employees, business leaders, and software administrators.
In this guide, you will learn the benefits of monitoring employees, how to evaluate employee monitoring tool vendors, and what you need to do to get buy-in for employee monitoring from all levels of your organization.
This kit provides your organization with the tools it needs to implement a successful employee monitoring strategy.
Get started today—Download the FREE kit to get the most out of your organization’s employee monitoring solutions.
Employee monitoring software is an application that monitors computer activities such as internet and application usage. These workplace monitoring tools are used to enforce company policies, improve employee productivity, and protect against high-risk computer activities.
Thanks for checking out the latest CurrentWare Video. In this video, we’re going to cover the reasons why you should monitor employee computer activity.
If you like this or other videos we’ve produced, hit the subscribe button below. Stay tuned to the end to learn how to get a free trial of all of the software I demo today.
Employee monitoring involves understanding how your employees are using company provided technology during work hours. There are five main benefits and considerations to employee monitoring that we will cover today:
So let’s start off with how monitoring can help employee productivity.
44% of employees admit to being distracted by the internet at work, and employees in the US have admitted to wasting 1-2 hours a day browsing the internet.
Employees that know they’re being monitored will avoid excessive personal usage of the internet and computer applications. In addition, in the event an employee is underperforming, employee monitoring reports on their computer activity can be used to help the employee understand their actions and enhance their productivity.
The second important reason to monitor activity is to address inappropriate internet usage & avoid legal liability.
As compliance requirements increase for various businesses, industries & jurisdictions, employers have a responsibility to ensure their employees are complying with regulations such as HIPAA, CCPA, CIPAA and GDPR.
By enabling computer monitoring, you can ensure that your staff are complying with these requirements. In addition, by monitoring & setting alerts, you can instantly be notified if employees are visiting inappropriate websites such as pornography, adult or other websites.
The third reason to monitor computer activity is for cybersecurity purposes & to prevent data loss.
By knowing which websites an employee is visiting, which files are being downloaded or shared, and which external devices and endpoints are being used, company administrators can manage cyber security risks and data loss prevention efforts.
Data breaches and associated risks can cost businesses millions of dollars in damages along with reputational risk, so being aware of these risks and monitoring them can provide significant benefits for every organization. In addition, by using alerts, and setting up risk profiles for users, you can audit activities and groups for questionable employee behavior.
Due to Covid-19, the year 2020 has seen a significant shift to remote work for various companies and organizations. This brings us to our 4th reason to monitor an employee’s computer usage: remote workforce management.
52% of CIOs surveyed suspect that one or more of their mobile workers have been hacked or caused a mobile security issue in the last 12 months. Employee monitoring software can be used to monitor for high-risk activity and verify that employee activity on company networks is legitimate.
The final reason to monitor employees is for bandwidth management purposes. With CurrentWare’s BrowseReporter tool, you can determine who is hogging bandwidth by streaming videos and uploading/downloading excessively large files.
Employees who are hogging bandwidth can slow down the entire network, negatively affecting the productivity of other employees and reducing the performance of business critical operations.
That’s it for this video. If you have any thoughts on this video or other reasons why computers should be monitored, feel free to comment below.
If you’d like to give any of CurrentWare’s computer and device monitoring solutions a try, please check out our free trial at currentware.com/download or get in touch with us and we’d be happy to help!
Note: The above video showcases a legacy user interface for BrowseReporter. To see the most up-to-date features and interface please visit the BrowseReporter product page
“To help control the risk of litigation, security breaches, and other electronic disasters, employers should take advantage of monitoring and blocking technology to battle people problems—including the accidental and intentional misuse of computer systems and other electronic resources.”
Nancy Flynn, Executive Director of The ePolicy Institute
Employee monitoring software collects valuable workforce analytics data that provides insights into employee work habits. Employee productivity monitoring help managers and other business leaders make data-informed management decisions.
How does an employee monitoring solution improve employee productivity?
Employee monitoring software improves capital efficiency in two key ways: By helping optimize existing work processes and by reducing software expenses.
1E estimates that as much as 38% of enterprise software is underutilized or simply not being used at all. Worst yet, they found that this underutilized software cost businesses in the US and UK an estimated $34 billion per year.
How can monitoring employee software usage reduce costs?
Highly regulated industries such as financial services and healthcare use electronic monitoring software to ensure that their employees comply with company security policies.
Consider this: 58% of data loss events in healthcare involve insiders, making insider threats the single greatest data security threat for the industry.
Without systems to monitor employee computer activity in place your company risks being unaware of an insider data theft incident until it is far too late. The best data loss prevention software will include user activity monitoring features to detect high-risk activity and prevent data leaks.
How does employee monitoring improve security?
Employers are liable for the behavior of employees in the workplace. As a business grows it becomes increasingly difficult to maintain visibility into employee work habits.
Employee monitoring software provides an automated means of detecting and deterring undesirable employee computer activities such as software piracy, workplace harassment, and NSFW web browsing before they escalate.
How does employee monitoring limit liability risks?
Simply put, without buy-in from all levels of your organization you will not be able to reap the benefits of remote employee monitoring software and other employee monitoring tools.
If your board doesn’t understand the ROI of monitoring remote workers, you’ll lack the internal support to implement the software in the first place.
If your managers don’t understand how employee activity data can help them and their employees work more efficiently, they’ll not use the software to its full potential.
If your employees don’t understand how monitoring their work habits is going to benefit them and the business, they’re going to assume it’s being used to spy on them.
The unique perspectives of all of these stakeholders need to be considered when you decide to implement remote employee monitoring software in your organization. Without their support you will not be able to see the full benefits of your proposed solution, or worse; your idea might get shot down altogether.
By prioritizing buy-in on all levels you can ensure that the use of employee monitoring software is well-received by employees, managers, and other key stakeholders.
What happens when you don’t have buy-in from all stakeholders?
This kit provides your organization with the tools it needs to implement a successful employee monitoring strategy.
Get started today—Download the FREE kit to get the most out of your organization’s employee monitoring solutions.
Employee buy-in is largely influenced by
With this in mind, you need to sell your employees on the tangible benefits that employee monitoring software will provide them. They need to trust that their leadership team has their best interests in mind.
This next section will outline exactly what you need to do to build this trust, communicate the benefits of your desired solution, and generate buy-in among your employees.
This kit provides your organization with the tools it needs to implement a successful employee monitoring strategy.
Get started today—Download the FREE kit to get the most out of your organization’s employee monitoring solutions.
If your company has never previously used employee monitoring software you may not be aware of the potential concerns that remote workers and other employees may have about being monitored.
Being aware of these potential concerns in advance will help you empathize with remote workers and explain the true value of the tracking software. Provide their managers with the answers to these FAQs in advance and encourage them to follow up with any other questions they get along the way.
To get an accurate picture of employee sentiment, the best practice is to consult with them directly. Explain your intended use of the user activity monitoring software and collect any feedback they may have. Make note of these concerns and provide reassurance about the intended use of the software.
During this process, you must assure your employees that…
If consulting with each employee is not scalable, consider consulting with a representative sample of employees from a variety of backgrounds. This advisory committee will help advocate for the workplace privacy concerns of employees and provide valuable insights into employee sentiment.
Involving employees in the early planning process provides them with ample opportunity to voice their concerns. It also provides the organization with an opportunity to communicate how monitoring software will be used before rumors and misunderstandings can spread.
“If organizations wish to monitor their employees, they should be clear about its purpose and that it brings real benefits. Organizations also need to make employees aware of the nature, extent, and reasons for any monitoring”
Spokesperson from the UK’s Information Commissioner’s Office
Transparency is not legally required in all jurisdictions. That said, if you want to increase employee buy-in for monitoring software you’ll want to avoid secretly monitoring their computer activity.
Employees that are not aware that they are being monitored, why they are being monitored, and how they are being monitored are less likely to find employee monitoring acceptable.
If your employees aren’t clear on how they will be monitored in the workplace they’ll be left to assume the worst—micromanaging bosses spying on their every move, keyloggers capturing private information, audio recording devices eavesdropping on private conversations, you name it.
Fortunately, 84% of employers surveyed by the American Management Association said that they notify their employees that they monitor and review computer activity.
How to increase transparency when monitoring employees
Many organizations choose to simply disclose their intent to monitor in an acceptable use policy. While this is often proficient from a legal standpoint, the lack of specificity may be concerning to some employees.
For example, an employee may be comfortable having their internet history monitored but they would be devastated to find out that their private social media conversations are being logged. Unless you’ve made it explicitly clear that personal use is prohibited they may not think twice about sending private personal messages during their breaks.
Get started today—Download the FREE template and customize it to fit the needs of your organization.
When it comes to monitoring in the workplace, many believe that if an employee is using company equipment, on company time, and getting paid by the company, that the company has every right to monitor their equipment and what the employee is doing with it.
While this is true in the majority of cases, the monitoring of computer activity can still be perceived as invasive in some circumstances. It’s up to business leaders to ensure that employee monitoring software is used ethically and that employee privacy expectations are properly managed.
Factors that influence the perceived invasiveness of employee monitoring
Rutgers psychologist Jack Aiello has extensively studied the effects of computer monitoring on employee performance. He’s found that employees who are monitored and constantly told that they’re not working fast enough have little motivation to improve their work”
Alana Semuels, L.A. Times
Emphasizing independence and autonomy is critical if you will be using tracking software to monitor employee performance. A report from Topia found that 63% of employees defined a great employee experience as being “empowered and trusted to do their job with little supervision.”
When your organization first starts using employee productivity monitoring software your remote employees and in-office staff aren’t going to be ranked as 100% productive. This may tempt managers to crack down on all activities that are labeled as “unproductive” to boost their team’s productivity scores.
Micromanaging employee behavior in this way is going to do more harm than good.
Employee productivity monitoring software is meant to provide a high-level overview of how your employees have spent their time; it is not a replacement for discretion.
It should be used as a tool for employers and employees alike to identify areas of improvement. If monitoring is used to micromanage employees it will further upset the balance of power in the workplace, leading to negative employee sentiment.
If employees feel that monitoring is being used for discipline, micromanagement, and surveillance rather than business intelligence they are far less likely to accept being monitored in the workplace.
Besides, “unproductive” web browsing can increase employee productivity. According to a publication from Brent Coker of the University of Melbourne when “cyberloafing” does not consume more than 12% of an employee’s work time it provides a valuable outlet for managing an employee’s mental energy throughout the day.
“Short and unobtrusive breaks, such as a quick surf of the Internet, enables the mind to rest itself, leading to a higher total net concentration for a days’ work, and as a result, increased productivity.”
Brent Coker, Lecturer of Marketing, University of Melbourne
Key considerations when using employee performance monitoring software
Some employee monitoring software solutions vendors encourage their customers to use employee productivity reports as a leaderboard to encourage engagement and friendly competition.
While it’s true that a bit of friendly competition can provide employees with an incentive to meet critical KPIs, if you take a critical look at what’s being tracked, there’s nothing that can be reliably used.
Here’s what employee monitoring software can track
While all of these metrics are valuable for understanding how employees spend their time, it’s not a fair comparison for a competition.
Should someone that browses Reddit on their phone all day while wiggling their mouse (so as not to appear idle on their computer) be held in higher regard than someone who spends the majority of their work time focused on high-impact tasks?
Of course not!
Don’t get me wrong, there are legitimate use-cases for employee productivity monitoring—it just doesn’t provide a reliable and fair metric to use in a competition.
If activity tracking software is forcing employees to work in a way that is unnatural to them, they’re not going to react favorably.
Each employee has a different way of working, so if you incentivize “who can spend the least amount of time on social media this week” as your productivity goal it completely ignores the true value of the data—understanding how your employees work.
Employee monitoring software should be used to inform decisions, not make them.
Computer activity can’t accurately reflect the quality of an employee’s work. For this reason, automated decision-making is strictly prohibited under GDPR.
High-impact decisions such as promotions, job retention, and salary negotiations require careful evaluation from someone that understands the impact the employee makes on the company.
If employees feel that their computer activity data could harm their careers, they aren’t going to support the idea of being monitored in the workplace.
That said, it’s important to clarify what “automated decision-making” means.
For example, you are perfectly fine to use employee monitoring software to alert you when an employee visits an inappropriate website. You can then take this information and use it to issue corrective action after manual review from a qualified representative from the company.
In this example, the alert was issued by the employee tracking system, but the decision to respond to the alert was taken by a human following a review of that data. This is not automated decision-making, so it is perfectly fine.
However, if the employee was automatically punished without due process this would be considered automated decision making.
Without the discretion of a human being, there’s a significant risk that an employee will be unfairly punished—a coworker could have been using their login, the website may have been incorrectly identified as inappropriate, or malware could have forced the employee to visit the inappropriate website.
As there’d be no way of knowing for certain without manual review, the best practice is to use appropriate discretion when interpreting an employee’s computer activity data.
Computer activity data can contain sensitive details about employees. Organizations need to ensure that security measures are in place to prevent their employee’s data from being misused or leaked to unauthorized parties.
Something as simple as an employee’s web browsing history can reveal information about their personal life such as health status, religion, and ethnicity. Even if an employee uses the computer for strictly work-related purposes, their activity data needs to be protected against access from unauthorized parties.
For example, without some form of access control in place, anyone from within the company could access an employee’s data and form negative biases against them. These biases could then influence their day-to-day interactions with the employee.
Employee monitoring is an excellent tool for understanding how your workforce operates.
Unfortunately a history of overly-invasive deployments has caused serious concerns among employees, like:
Is my employer spying on me?
They’re just doing this to find an excuse to fire me
If they’re monitoring what I do at work, they obviously don’t trust me
This is not what you want your employees to feel.
In this video I’m going to guide you through the best practices for monitoring employees so you can avoid these mistakes and concerns from your employees
Hello and welcome to the CurrentWare YouTube channel.
My name is Neel Lukka and I am the managing director here at CurrentWare.
After watching this video you can learn more about this topic by reading our new white paper “Employee Monitoring: Best practices for balancing productivity, security and privacy”
You can find the link for that in the description below.
Before we start, I just want to give a quick disclaimer here.
I’m not a lawyer and this is not legal advice. These tips are for informational purposes only. If you want to use employee monitoring software in your company be sure to consult with a legal professional first.
Alright, let’s jump in
First up is the very best tip I can give you.
If you want to succeed, you have to let your employees know that they are being monitored.
Employees that do not know if they are being monitored, why they are being monitored, and how they are being monitored are more likely to have negative reactions to being monitored,
such as
Having higher rates of stress and anxiety
Being less likely to accept being monitored
And, ironically, becoming less productive
That’s not to say that transparency is going to negate each and every concern that your employees may have.
But if you start with transparency from the very beginning you have a far better chance of proving to your employees that these tools aren’t being used to spy on them.
By being transparent you’re also giving the chance to hear about their concerns from the start. This lets you work with them to make an employee monitoring strategy that is fair and minimally invasive.
Here are 4 transparency boosting tips:
Involve a representative sample of employees when you start planning your goals and the metrics you want to capture
Tell your employees what metrics are being captured, how they’ll be used, and what is being used to capture them
Have your staff read and sign policies that disclose your intended use of the employee monitoring software
and finally, give them access to their own data so they can see exactly what’s being captured. They can even use this data to manage their own productivity, which is a major bonus
The second tip I have for you is don’t use employee monitoring to micromanage
One of the reasons that monitoring can be perceived negatively is that it feels like it’s being used to punish employees. They worry that it’s the software equivalent of a micromanaging boss staring over their shoulder while they work, just waiting for them to slip up.
Some employers do monitor internet use to make sure employees aren’t getting carried away, but did you know that so-called “unproductive” internet browsing has actually been found to have a positive impact on productivity?
It’s true! But only if that browsing doesn’t take up more than 12% of their work time.
Employees feel far better about being monitored when they’re given the autonomy to self-manage first. Managers can step in if things are getting carried away or if their employees are visiting clearly inappropriate websites.
The third and final tip I have for you today is to not monitor more than you have to.
Think about it this way – if I told you that I wanted to make sure that employee’s weren’t visiting not safe for work websites, you’d think I was crazy for asking for a direct feed into their webcams.
The bottom line is this:
If you can meet your company’s goals with a less invasive method of monitoring, do it that way.
For example, if you want some backup for your acceptable use policies you can use internet monitoring software to see what sites are being visited.
But there’s no need to track individual keystrokes
Or maybe you want to protect data from being stolen. You can monitor the flow of data without recording audio clips of private conversations
Finally, maybe you want to track the work habits of employees that are working remotely or from home. Give them a company-provided device rather than monitoring their personal computers
That’s it for now.
If you want learn more, check out our new white paper “Employee Monitoring: Best practices for balancing productivity, security and privacy”
You can find the link for that in the description below.
If you’d like to try out employee monitoring in your company, visit CurrentWare.com/Download for a free trial of BrowseReporter, our computer monitoring software.
And as always stay tuned to our YouTube channel for more videos about employee monitoring, cyber security, and CurrentWare’s workforce management software.
The decision to monitor employees should not be taken lightly.
While procurement will be fairly standard, the nature of employee monitoring software is different than that of most programs that are used in the workplace. Companies that intend to monitor employees will benefit from having buy-in from human resources, managers, and employees alike.
Even if you are in a position where you can simply purchase your desired employee monitoring software, install it on your employee’s computers, and call it a day, you may want to consider taking a less top-down approach.
When you take a top-down approach to employee monitoring you risk having employees think the worst:
Besides, small businesses and large enterprises alike will have key stakeholders that will be affected by business decisions. These stakeholders need to support the direction the business is heading, and the best way to do that is by involving them in the process and presenting your desired solution in the best way possible.
In this section, I will break down the steps you can take to mitigate these negative perceptions, demonstrate the value of employee monitoring software to your key stakeholders, and increase buy-in for monitoring employees in the workplace.
Employee monitoring software shouldn’t be used haphazardly. You need a clear understanding of what your organization’s goals are and how monitoring employees will help meet those goals.
What is the most critical business pain point the employee monitoring software will address? If you want business leaders to buy into your proposed solution you need to be prepared to clearly describe the challenge and the solution.
Start by answering these three questions
If you’re not 100% clear on this yourself, there’s no way that you’ll be able to convince anyone else.
Consider this case study from Shady Maple
Shady Maple found CurrentWare during a significant period of growth in their company. As they grew they quickly realized that manually checking employee internet browsing history wasn’t a scalable solution for enforcing their acceptable use policy.
So, from Shady Maple’s POV
It’s essential to have a definitive use case for employee monitoring software. Without one, you risk monitoring more than necessary, frustrating employees, and not getting optimal benefits from your chosen solution.
There are also logistical considerations for employee monitoring
At this stage, you know the benefits of introducing employee monitoring to your company, but you need to be prepared to get everyone else on board too.
As a change agent in your organization, you need to come prepared with all of the relevant information that your stakeholders will want to know.
By having thought-out answers to these questions ahead of time you will set yourself up for success when it comes time to propose your solution.
So far you’ve felt empowered to identify and promote the need for change in your organization. Now that you have a clear understanding of how employee monitoring software will be used, it’s time to get the other business leaders on board.
This stage of the process is going to be very ROI-driven. Discuss the benefits of monitoring employees, how those benefits compare to the financial costs and the potential impact on the employee experience, and the steps that will be taken to mitigate these risks.
Here’s what you’ll need to support your pitch
Don’t just tell employees that organizational changes are coming — get their opinion.
The decision to monitor employee computer activity should be taken far more seriously than most other software purchases. Depending on the perspective of individual employees the monitoring may very well have a tangible impact on their wellbeing, particularly if they use workplace computers for personal tasks.
Worst yet, if your employees don’t understand why these changes are happening it leaves room for speculation.
Some organizations use employee monitoring software to micromanage their employees, exert a “Big Brother is watching you” style of workplace surveillance, and monitor their computer activities so they can snoop on them.
This history of unethical behavior has caused some employees to feel that tracking software is a disciplinary technology rather than a workforce analytics tool.
If your intentions aren’t immediately clear they may assume this is your goal. A lack of transparency risks breeding resentment, increasing levels of anxiety, and (ironically) harming employee productivity.
By consulting with your employees before deploying employee monitoring software you can hear their concerns, demonstrate how workplace monitoring will benefit employees, and reassure them that they will be monitored in a way that is in their best interests.
How to involve employees in the decision process
Now that you’ve identified the use case for employee monitoring software in your company, received buy-in from business leaders, and consulted with your employees, it’s time to choose the best employee monitoring software vendor for your business.
Start by creating a weighted matrix of business requirements that will be used to evaluate each vendor and their monitoring software.
What you include in this matrix will be specific to the needs of your business
For more information, check out this article by SoftwareAdvice.com; it includes more information on evaluating software vendors and a handy software comparison chart template to help you find the best employee monitoring software for your business.
With your business requirements identified, you’re now prepared to research some of the best employee monitoring software solutions for your organization.
Start by searching for keywords such as “the best employee monitoring software”, “internet monitoring software”, and “computer monitoring software” to find employee and computer monitoring software vendors and independent review platforms.
Look for these key offerings from your vendors
With your master list of viable options in hand, it’s time to create a shortlist of the best employee tracking software vendors based on the weighted scores you assigned earlier.
You should ideally refine this list down to the top 3-5 vendors to make the final evaluation process as efficient as possible.
If you have otherwise strong candidates that aren’t making your shortlist out due to financial constraints, consider reaching out to them and renegotiating. While most technology decisions shouldn’t just be based on the lowest bid, you’ll need to consider how well the vendor fits with your budget if you want to get your purchase requests authorized.
How to get discounts on employee monitoring software
Next, take your shortlist of vendors and test out a free trial of their software. Evaluate how intuitive they are to use, the value provided by the reports, how well the software performs in your environment, and your overall impression of the product.
Depending on the software procurement process of your organization, you may need to (once again) get buy-in from the relevant influencers in your organization.
Fortunately, you’re now in the optimal position to justify why the vendor(s) you selected are the best choice.
At this stage, you’ll present your top solutions with examples of positive reviews, relevant case studies, associated costs, ease of implementation, support and training, or other details that matter to each stakeholder.
Now that you’ve found the desired monitoring software, it’s time to see how well your employees respond to being monitored in the workplace. There’s no better way to confirm that employee monitoring is right for your organization than a personalized case study.
At this stage, you will be establishing an in-house focus group that will demonstrate how the monitoring software will be used at scale. This small-scale experiment will help you collect valuable feedback from the people who will be using the employee monitoring software day-to-day: Employees, software administrators, and managers.
As the program progresses, you’ll want to find out…
A successful pilot program is a valuable internal case study that will help sell the rest of your employees on the solution. This phased approach to implementing the monitoring software will provide non-monitored employees with a preview of the benefits that the monitoring can have.
Now that you’ve tried monitoring employees in the workplace, it’s time to evaluate its impact on your organization. At this stage, you will be collecting and reviewing valuable feedback that will be used to adjust the final deployment.
Start by meeting with the team leaders. Get a sense of how insightful the data was, how the use of employee monitoring software influenced their team’s workflow, and any feedback they might have about the software you are evaluating.
One of the greatest concerns of employees is how monitoring will affect their autonomy. While the collecting of employee feedback isn’t required, involving them in the early planning stages is an excellent way of ensuring that your use of monitoring software is well received.
With your sample data in hand, it’s time to get a feel for how well received the pilot program was. Create a feedback system that allows your employees to provide open and honest feedback about what worked, what didn’t work, and what can be improved.
Make note of the insights gained from the reports and any feedback you’ve received from employees. Use this feedback to inform how the final deployment will be configured. Make adjustments where you can to resolve any significant pain points.
By following these guidelines you can maximize buy-in when you introduce employee monitoring software to your organization. If you’d like to learn more about the best practices for monitoring employees in the workplace you’ll find these other resources extremely valuable.
Ready to start monitoring employees? Get started with a FREE trial of BrowseReporter, CurrentWare’s employee monitoring software.
This kit provides your organization with the tools it needs to implement a successful employee monitoring strategy.
Get started today—Download the FREE kit to get the most out of your organization’s employee monitoring solutions.
The Ultimate Guide to Employee Monitoring
This in-depth guide provides an employee monitoring software buyers guide, tips for creating an effective employee monitoring strategy, and legal considerations for employee monitoring.
Free Internet Usage Policy Template
A free internet usage template for you to download, customize, and use. Disclose the use of employee monitoring software in your organization and set standards for internet use.
Workplace Privacy and Employee Monitoring: Best Practices (White Paper)
A free white paper that employers can use to develop a privacy-first employee monitoring strategy.
SHRM: Managing Workplace Monitoring and Surveillance
Guidelines surrounding the legality of monitoring employees in the workplace.
Monitoring Employees in the Workplace: 6 Privacy Tips for Employers
Want to start monitoring employees in the workplace? These tips will reduce impacts on employee privacy so employers can maximize the benefits of their employee monitoring strategy.
Cookie | Duration | Description |
---|---|---|
__cfruid | session | Cloudflare sets this cookie to identify trusted web traffic. |
cookielawinfo-checkbox-advertisement | 1 year | Set by the GDPR Cookie Consent plugin, this cookie is used to record the user consent for the cookies in the "Advertisement" category . |
cookielawinfo-checkbox-analytics | 11 months | This cookie is set by GDPR Cookie Consent plugin. The cookie is used to store the user consent for the cookies in the category "Analytics". |
cookielawinfo-checkbox-functional | 11 months | The cookie is set by GDPR cookie consent to record the user consent for the cookies in the category "Functional". |
cookielawinfo-checkbox-necessary | 11 months | This cookie is set by GDPR Cookie Consent plugin. The cookies is used to store the user consent for the cookies in the category "Necessary". |
cookielawinfo-checkbox-others | 11 months | This cookie is set by GDPR Cookie Consent plugin. The cookie is used to store the user consent for the cookies in the category "Other. |
cookielawinfo-checkbox-performance | 11 months | This cookie is set by GDPR Cookie Consent plugin. The cookie is used to store the user consent for the cookies in the category "Performance". |
JSESSIONID | session | The JSESSIONID cookie is used by New Relic to store a session identifier so that New Relic can monitor session counts for an application. |
LS_CSRF_TOKEN | session | Cloudflare sets this cookie to track users’ activities across multiple websites. It expires once the browser is closed. |
OptanonConsent | 1 year | OneTrust sets this cookie to store details about the site's cookie category and check whether visitors have given or withdrawn consent from the use of each category. |
viewed_cookie_policy | 11 months | The cookie is set by the GDPR Cookie Consent plugin and is used to store whether or not user has consented to the use of cookies. It does not store any personal data. |
Cookie | Duration | Description |
---|---|---|
__cf_bm | 30 minutes | This cookie, set by Cloudflare, is used to support Cloudflare Bot Management. |
_zcsr_tmp | session | Zoho sets this cookie for the login function on the website. |
Cookie | Duration | Description |
---|---|---|
_calendly_session | 21 days | Calendly, a Meeting Schedulers, sets this cookie to allow the meeting scheduler to function within the website and to add events into the visitor’s calendar. |
_gaexp | 2 months 11 days 7 hours 3 minutes | Google Analytics installs this cookie to determine a user's inclusion in an experiment and the expiry of experiments a user has been included in. |
Cookie | Duration | Description |
---|---|---|
_ga | 2 years | The _ga cookie, installed by Google Analytics, calculates visitor, session and campaign data and also keeps track of site usage for the site's analytics report. The cookie stores information anonymously and assigns a randomly generated number to recognize unique visitors. |
_ga_GY6RPLBZG0 | 2 years | This cookie is installed by Google Analytics. |
_gcl_au | 3 months | Provided by Google Tag Manager to experiment advertisement efficiency of websites using their services. |
_gid | 1 day | Installed by Google Analytics, _gid cookie stores information on how visitors use a website, while also creating an analytics report of the website's performance. Some of the data that are collected include the number of visitors, their source, and the pages they visit anonymously. |
CONSENT | 2 years | YouTube sets this cookie via embedded youtube-videos and registers anonymous statistical data. |
Cookie | Duration | Description |
---|---|---|
_opt_expid | past | Set by Google Analytics, this cookie is created when running a redirect experiment. It stores the experiment ID, the variant ID and the referrer to the page that is being redirected. |
IDE | 1 year 24 days | Google DoubleClick IDE cookies are used to store information about how the user uses the website to present them with relevant ads and according to the user profile. |
NID | 6 months | NID cookie, set by Google, is used for advertising purposes; to limit the number of times the user sees an ad, to mute unwanted ads, and to measure the effectiveness of ads. |
test_cookie | 15 minutes | The test_cookie is set by doubleclick.net and is used to determine if the user's browser supports cookies. |
VISITOR_INFO1_LIVE | 5 months 27 days | A cookie set by YouTube to measure bandwidth that determines whether the user gets the new or old player interface. |
YSC | session | YSC cookie is set by Youtube and is used to track the views of embedded videos on Youtube pages. |
yt-remote-connected-devices | never | YouTube sets this cookie to store the video preferences of the user using embedded YouTube video. |
yt-remote-device-id | never | YouTube sets this cookie to store the video preferences of the user using embedded YouTube video. |
yt.innertube::nextId | never | This cookie, set by YouTube, registers a unique ID to store data on what videos from YouTube the user has seen. |
yt.innertube::requests | never | This cookie, set by YouTube, registers a unique ID to store data on what videos from YouTube the user has seen. |
Cookie | Duration | Description |
---|---|---|
_dc_gtm_UA-6494714-6 | 1 minute | No description |
_gaexp_rc | past | No description available. |
34f6831605 | session | No description |
383aeadb58 | session | No description available. |
663a60c55d | session | No description available. |
6e4b8efee4 | session | No description available. |
c72887300d | session | No description available. |
cookielawinfo-checkbox-tracking | 1 year | No description |
crmcsr | session | No description available. |
currentware-_zldp | 2 years | No description |
currentware-_zldt | 1 day | No description |
et_pb_ab_view_page_26104 | session | No description |
gaclientid | 1 month | No description |
gclid | 1 month | No description |
handl_ip | 1 month | No description available. |
handl_landing_page | 1 month | No description available. |
handl_original_ref | 1 month | No description available. |
handl_ref | 1 month | No description available. |
handl_ref_domain | 1 month | No description |
handl_url | 1 month | No description available. |
handl_url_base | 1 month | No description |
handlID | 1 month | No description |
HandLtestDomainName | session | No description |
HandLtestDomainNameServer | 1 day | No description |
isiframeenabled | 1 day | No description available. |
m | 2 years | No description available. |
nitroCachedPage | session | No description |
organic_source | 1 month | No description |
organic_source_str | 1 month | No description |
traffic_source | 1 month | No description available. |
uesign | 1 month | No description |
user_agent | 1 month | No description available. |
ZCAMPAIGN_CSRF_TOKEN | session | No description available. |
zld685336000000002056state | 5 minutes | No description |