This might mean trade secrets, but it could also mean specific classes of data that are protected under government regulations, such as Sarbanes-Oxley, HIPAA, or the EU's GDPR. Serious cases of employee misconduct often involve mishandling of sensitive information. In such cases, a detailed activity log can become important forensic evidence for disciplinary action or (in the worst cases) a lawsuit. Still, they're less effective against insider threats, where an employee has access to systems but uses that access in ways that violate company policy. Traditional security measures, such as firewalls, do a good job of defending against internet-based attacks. Sometimes, this type of activity monitoring can also uncover bad behavior. And using monitoring tools to log how much time employees spend on specific tasks can give managers insight into not just how individual workers are performing, but also how well current business processes are meeting company goals. Working from home challenges the pre-existing structure for productivity tracking, which means monitoring tools need to pivot, too.
Tracking productivity has grown even more challenging since the pandemic because many remote workers must now juggle their nine-to-five jobs with half a dozen other personal tasks, like minding children or cooking family meals. The same is true when the workforce is very large and turnover is high, as with call centers, for example. Managers don't have the same visibility into how a distributed workforce spends its time as they do when employees all report to a central location. As such, many employers will have valid and even essential reasons to monitor how we use these assets throughout our day. Whether we work on our employer's premises or remotely, typically neither the equipment we use nor the data that crosses our desktops belong to us. Nonetheless, our expectation of privacy in the workplace must necessarily be different than in our personal lives. We value our privacy, and that extends to our PCs and devices. In the pandemic era, solutions that have traditionally focused on tracking employee activity, logging suspicious behavior, and sniffing out possible insider threats are now pivoting to not only track productivity but also monitor health and wellness and even improve employee engagement.įor most of us, the idea of someone monitoring our computer usage is off-putting, at best. Others suffer from burnout because the line between home and office has blurred.Įmployee monitoring systems are one tool to help address these concerns, and they're still evolving. Yet some employees struggle with this self-directed model and have difficulty managing their time. Hybrid work gives employees more freedom to conduct their business day as they see fit, which many workers see as a plus. They lack the insights they would have when employees are working on-premises, including not just how much work they're producing but also the quality of the work and the reasons behind any changes. Crucially, it leaves them hanging when it comes to understanding their employees' productivity.
Yet the hybrid work model creates challenges for managers. Even before the global pandemic made it a necessity, many companies were already moving toward allowing remote work for some portion of their workforces, if only for a few days per week. Some managers love hybrid work and others hate it, but the reality is that it's here to stay. Since 1982, PCMag has tested and rated thousands of products to help you make better buying decisions. ( Read our editorial mission (Opens in a new window) & see how we test everything we review (Opens in a new window).)
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