For organizations and their employees, 2020 was a uniquely transformative and challenging year. Although this reality is expressed in many ways—including a global pandemic, a deep economic recession, perpetual social unrest and a litany of natural disasters—in the professional environment, it is most acutely observed in the rapid and wide-spread transition to remote work.
This change comes with a long list of benefits, and it looks like many organizations and employees are happy to continue the practice indefinitely.1 However, leaders know that everything from productivity to data privacy is also on the line. In response, many organizations are turning to employee-monitoring software to provide critical oversight in a distributed environment.
However, as one author notes. “The technology raises thorny privacy questions about where employers draw the line between maintaining productivity from a homebound workforce and creepy surveillance.”2
Indeed, employees subject to monitoring, especially when working remotely, are concerned about their personal privacy, and studies show that workers are “incredibly stressed out” by this novel dynamic.3
When not implemented correctly, monitoring initiatives can create catastrophic privacy violations, negatively impact workplace culture and diminish real productivity metrics in favor of generalized digital activity.
The solution is a privacy-first approach to employee monitoring that appropriately accommodates important priorities without compromising employee privacy. There are 3 ways every organization can start today.
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