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| 1 minute read

My brain hurts reading this stuff!: EY should be wary of joining the cat-and-mouse game of employee monitoring

Playing all these games is such a waste of time and energy for both employer and employee. God know what the financial costs of the tools are, let alone the cost of disengaged employees. Don't get me wrong, I know this is a complex topic, the whole work from home/hybrid/remote thing. It's not easy. Although I chose many, many years ago not to work for a corporate, I did for four years in my early career. I understand the complexity is multiplied in line with the headcount.

But does anyone seriously think that an obvious mistrust of employees is conducive to a positive and productive employee/employer relationship?!  If you want people in the office more, make it useful and make the benefits to the employee obvious. Don't make it a ‘because I said so’ argument. 

If there is a benefit to the business and the employee to being in the office explain it. Think about how you use that office time, and how often it's mandatory.  Most of all, trust your employees (don't hire ones you don't trust!) because if you don't the ones that can leave will, and then you are left with the rest!!!

Culture is king. Doesn't it eat strategy for breakfast, I'm sure someone said that once!! 

Mistrust and pointless rules do not breed a good culture.





Monitoring employee attendance does little more than confirm that someone has shown up to the office and if that’s all employers are concerned about, then tracking card swipes or rotations of a turnstile are great ways to measure it.  But this was not the reason many gave for office recalls. Return-to-office mandates were introduced with the intention of improving collaboration, increasing productivity and revitalising company culture. Companies should be measuring these outputs, alongside anonymised data on how and where people are working, to give them insight into the impact it has on performance. A study by researchers at the Katz Graduate School of Business, University of Pittsburgh, found return-to-office mandates hadn’t led to an uptick in company performance broadly, but this will vary across business.


wfh, remote, trust, c-suite, candidates, careers, culture, high performance, hiring, leadership, retention, talent, teams, cleantech, climate tech