The coronavirus pandemic has led to employees working from home more than ever before. And as business models shift to adjust to this reality, it’s more likely that remote work is here to stay. While employers can’t control this fact, can they control how productive their employees are as they work from home? There are pros and cons to working from home for everyone. Read on for some examples of both and how they impact your business.
Pros of Remotely Monitoring Employees
- Better insight on deliverables. When employers monitor employees as they work remotely, they can get a better idea of how much work is being done, and when projects will be completed. This provides a better timeline than if employers wouldn’t monitor their employees.
- Increases positive recognition. Sometimes in a busy, crowded office space, the hard work of an employee might go overlooked by their superiors. As they are monitored remotely working from home, managers can encourage them more because they see exactly what is being accomplished and when.
- More accountability. When employees know that their employers are closely monitoring their online activity, they are more likely to be productive than otherwise.
- Decreases burnout. If an employee is new to telecommuting, the balance between potentially overworking and managing household distractions can be challenging. A balanced employee is more likely to be productive, and remote monitoring can ensure that the employee is taking enough idle hours.
- Better feedback on company processes. In a traditional office setting, not every employee is eager to provide feedback on what is effective when it comes to company processes. Some employees are shy and might not want to “rock the boat”. With remote monitoring, employers can gain this insight on their own, and adjust accordingly if necessary.
Cons of Remotely Monitoring Employees
- Possibility of resentment. No one likes feeling as if someone is constantly looking over their shoulder. If an employer is always monitoring their employees, the employee could lose trust.
- Legal issues. Each state and location is different, but employers face challenges when monitoring employee’s laptops or other devices. This is especially true if the employees are using their personal devices. Additionally, each locale has its own laws surrounding the recording of video conferencing. Employers should consult their legal teams in order to develop work from home plans for employees to sign and understand.
- Increased expenses. Remote monitoring software and the bandwidth to run it can be pricey, especially if the employer needs to monitor many employees. This wouldn’t be the case in an in-person office setting.
Get Your Stop-Loss Questions Answered By Prodigy
If you have any questions about how this “new normal” remote work economy impacts your stop-loss policy for your self-funded healthcare, we’d love to hear from you. We can’t meet with you in person, but we can do voice and facetime calls if you are considering purchasing stop-loss services. And with no vaccine and real end in sight to remote working, now is the time to explore your options. Give the stop-loss experts a call now!