Preparing for flexible work arrangements Part 2 – How to talk to employees about working location monitoring
In a recent blog post we discussed the pros and cons of different methods for tracking employee remote working locations. But implementing a distributed workforce compliance solution is not just about having the best tools and procedures in place. Some employees might see it as a “big brother” approach and have concerns over breach of privacy. A crucial step for any business will be an effective communication strategy to ensure they build trust, maintain compliance implications, and maximise the “work from anywhere” employee experience. Here are our top considerations to help you on this journey.
Articulate the corporate risk
Not everyone is going to be aware of the plethora of risk associated with their physical working location -whether it’s permanent establishment, social security, posted workers directive, immigration, global payroll, or tax related. It’s critical the business educates the workforce on the risks involved, not just for the business, but also the individual.
Minimize risk of misuse
Firstly, it’s important to note, employee tracking doesn’t have to pin-point the exact location of each and every individual. The data required for compliance management is much less intrusive and only needed at a country ,state or jurisdiction-level. Therefore communicating “how” and “what” you plan to monitor will make a huge difference, and is much more likely to receive a more positive response. A second point is to make sure you communicate the processes and controls that are in place, as well as who has access to data to avoid breach of privacy and maintain trust.
Communicate, Communicate, Communicate!
The “Rule of 7” indicates individuals need to hear a message seven times before it really starts to resonate. Explaining why you are doing what you are doing, with clear real-life examples will help drive trust. Involving managers will further amplify the message and help identify any potential risks. Consistent communication and engagement will have significant impacts on driving positive outcomes.
Flexible work is here to stay, and organisations need to ensure they have processes and policies in place to support this new world of work. Mobility teams can use this as an advantage to drive digital transformation within their organisation. In our recent webinar with the Fosway Group, Europe’s #1 HR Industry Analyst said companies with digital technology in place found it 3x easier to respond to the global pandemic, and that 70% of companies have increased their HR technology spend. Topia offers technology solutions to manage distributed workforces while remaining compliant, protecting employees and the business. Learn more about out Topia Compass solution here
