Today’s organizations have unparalleled access to information and analytics, allowing them to be data-driven in every direction. According to a recent survey by Deloitte, more than 75% of all organizations see analytics playing an increasingly prominent role in the next three years, as many companies rate this facet of their business more important than elements like reputation management, cybersecurity and talent acquisition.

Deloitte notes that many of these data-gathering initiatives are evaluating business processes, customer experience and performance measurements. In other words, companies are assembling information on their employees, which is why it’s estimated that nearly 80% of all organizations are implementing some expression of employee monitoring.

Indeed, today’s organizations have a plethora of compelling software products that can assess everything from employee productivity to customer service initiatives, giving every company an inside look at its day-to-day operations. Of course, in 2020, big data is as much a buzz word as it is a menace, especially for employees worried about compromising their personal privacy in the name of insights and analytics.

Simply put, when monitoring employees to power a data-driven organization, companies need to consider the human element of the task. In doing so, they position themselves to gather the insights necessary for success without sacrificing employee trust, privacy or autonomy. Here is what you need to know to get started.

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