![]() ![]() But you have much less ground to stand on if employees are using personal phones or computers for their work. If you’re asking them to run another program on what could be their already strained internet bandwidth, you’ve got an issue.Ĭompanies can generally require data security practices and monitoring when a personal device is connected to a company’s network or VPN. Things get tricky, though, if your workers are using any personal devices for their work at home, including the internet. The best thing you can do is get your workers to consent to monitoring in writing. Most state laws require that employers notify employees of monitoring in advance to protect their privacy. ![]() Generally, remote work tracking has to follow the same legal guidance as in-office monitoring. If you do decide to monitor your remote employees’ work time, transparency is key. If monitoring is going to be used to demote them, it’s probably a bad idea.įinally, if you’re looking to track your employees’ workdays in order to penalize them, you should probably avoid it. If the evaluation will be used positively to help employees better manage their workloads, it could be useful. Proceed with caution if you’re looking to use monitoring as an evaluation tool. If they’ve been working themselves to the bone and you want to encourage them to step away after certain things are accomplished, monitoring their remote work can help. Monitoring your employees’ time at work can benefit them, encouraging them to step away when they’ve accomplished goals.Ī good way to think about the decision is like this: If you’re doing it because it will be a benefit to your workers, then go ahead. You might have to opt for tracking even if it isn’t the choice you want to make culturally. If you’ve been communicating for months about a slip in productivity and there hasn’t been meaningful improvement, that’s different. If your company culture is all about flexibility and individual accountability, then choosing software that’s going to monitor your employees’ every keystroke is probably not the best idea. You have to carefully weigh everything from your business’s needs and the performance of your teams to cost and culture fit. It’s a tough question with no right or wrong answer. Should I monitor employee work time while they’re remote? The key is to do what’s right for you, your company, and your employees. Whatever your motivation, deciding not just whether to monitor remote employee work time or not, but how as well is certainly a tough call. Others are more worried about security threats when it comes to critical company data or information. ![]() Some businesses have been struggling with employees who don’t check-in and who seemingly disappear for the workday. It’s only been recently that leaders are beginning to grapple with the questions they need to answer about working remotely in the future. Until just recently, most work has been about figuring things out and putting out fires. So many businesses were thrust into remote work so quickly and unexpectedly. To monitor or not to monitor employee work time? That’s become the question of the time in the era of COVID-19 and remote work. ![]()
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