We’ve already seen a race to the bottom with workplace surveillance in places like call centers we do not need to spread these bad ideas throughout the market. It’s harder to manage a workforce well, but it is worthwhile. Additionally, they are creating incentives for a host of undesirable behaviors such as badging into the building but not going in or one colleague collecting a bunch of coworkers badges and swiping them before going in (just to name what I brainstormed now…people can be very creative when motivated!). Companies moving in this direction are showing their employees a lack of trust in them. Why aren’t you evaluating employees on outputs, what they achieve?”Ĭouldn’t agree more-just because it’s easy to measure badge swipes doesn’t mean it’s the right metric for monitoring performance, engagement, etc. Laszlo’s first book, WORK RULES, is available for pre-order now and will come out on April 7, 2015. “If a company is monitoring what days you’re going in, there are red flags. “It’s like hiring a soccer player and saying, ‘I don’t care how many goals you score, I only care how many hours you train,’” said Nicholas Bloom, a Stanford professor and an expert on remote work. An Industrial/Organizational Psychologist currently working as a Behavioral Scientist at Humu to Make Work Better!
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