I play video games at work.
It’s the remote manager’s nightmare: A wayward employee who does whatever they want because they lack the strict supervision of the office to keep them in line. Critics of remote work would seize on this very scenario as proof that remote workers are merely lazy and entitled.
Should employees’ web activity be tracked to make sure they’re putting in a solid eight hours of work time?
For those remote workers who don’t have designated space or equipment that is “work use only,” why should they agree to be surveilled in their homes and on their personal devices?
How do you guarantee that both your clients and your employees can feel secure that what is meant to be private will not be made public?
Most importantly, if the deliverables are delivered when they should be, does it matter how they got there?
In this Process Street post, I’m going to (attempt) to provide answers to some of those questions, discuss the issues employers need to consider before monitoring employees, and look at some “soft surveillance” alternatives to hard data collection.
- The case for workplace monitoring
- In defense of employee autonomy
- Creating a sustainable balance between monitoring & autonomy