Planning to introduce GPS tracking to your fleet, crew, or office staff? Many employers fear the worst when it comes to breaking the news and onboarding employees.

But thankfully, for employers, a little preparation and insight into what employees really think about GPS tracking in the workplace can go a long way toward drama-free onboarding. And when it comes to GPS tracking, a smooth transition is in everyone’s best interest.

How should you prepare, and how can you set your team up for a smooth transition?

Just follow these five steps when introducing workplace GPS to your team:


Step One: Arm Yourself (and Employees) With Knowledge

It’s only human to fear the unknown. So it shouldn’t come as a shock that a new independent survey about workplace GPS tracking conducted by revealed that employees who had experience with workplace GPS felt overwhelmingly more positive about the technology than employees who had no experience. GPS tracking has garnered a lot of hype since it appeared on the mass market. Doing your homework to help employees separate rumor from fact, and encouraging employees to keep an open mind, will go a long way to ease their concerns.

Step Two: Address Employees’ Real Concerns

Since workplace GPS tracking keeps tabs on employees’ location throughout the day, many employers assume that their staff is concerned about “big brother.” However, the same survey indicates that the majority of employees are far more concerned about data drain and battery life than they are about an employer tracking their location. Proactively addressing employee concerns is a good thing, but only if those concerns resonate with your employees!


Step Three: Mythbust Data and Battery Concerns

Since data and battery life are a top concern, it’s important to get a handle on how much data and battery life a GPS tracking app actually uses, so you can share that information with your employees. Know how to check data and battery usage for both Android and iOS devices. And, if possible, set up safety nets that will reimburse employees for personal data overages, in amounts you decide, based on your research. It’s likely your employees won’t need to use these safety nets, but they will provide peace of mind.

Step Four: Spend Time Talking About Benefits That Resonate With Employees

It can be all too easy to jump straight to concerns when it comes to GPS. However, research indicates that employees see a number of benefits to GPS. Tracking mileage, greater workplace accountability, and ensuring the accuracy of their paycheck are the top three benefits employees see. Focus on these benefits in addition to addressing concerns.


Step Five: Clarify When Tracking Starts and Stops

Clarifying when GPS tracking starts and stops is one of the best ways not only to protect your company from a possible invasion of privacy lawsuit, but to set your employees’ minds at ease. The bulk of employees surveyed expressed concerns about being tracked after hours, and many simply weren’t sure when tracking stopped. It’s a good idea to add this information to your employee handbook, with the help of an attorney and/or HR personnel.

Change is always a little scary. But with preparation, knowledge, and resources for your employees that address concerns and benefits of GPS thoroughly, the transition can be a smooth one!

Guest Contributor: Noelle West Perner
Noelle works for the employee time tracking company TSheets, based in Boise, Idaho. She has degrees in Spanish translation and editing, which paved the way for a career in marketing — and watching the occasional telenovela.