The pros and cons of part-time work is a much-debated topic these days – but can working hours be equated with productivity? Mahmoud, a master of engineering, got tired of wasting time at workplaces with a narrowminded approach to working hours.
Although a majority of managers in Danish workplaces see a risk that the collection and use of employee data damages trust and the relationship with the employees, 8 out of 10 managers state that they collect a large amount of data about their employees.
This is done with the help of digital management tools, which, among other things, record when employees arrive and leave, time spent on tasks, meeting activity, performance, keystrokes, physical health status and break activity. Still, only every third workplace has formulated a clear policy for data collection and what data may be used for.
This is the result of a new large study among 600 managers, which was prepared by the think tank Mandag Morgen for IDA, DM, the ADD project, Dansk Erhverv, DI, Djøf, FH, Finansforbundet and Forsikringsforbundet.
Camilla Gregersen, who is chairperson of the academic trade union DM, hopes that the investigation can help draw attention to a problem to which we must find common solutions - before the development runs rampant. She points out that only five percent of managers believe that better guidelines for collecting employee data are needed to a very high or high degree. Only 38 percent of managers completely agree that they have the right skills and knowledge to talk to their employees about the use of employee data.
"Technological development offers unprecedented opportunities for collecting employee data. It is therefore crucial that employers have the necessary knowledge and skills so that employees' basic rights are not violated. In addition, it is important that the employees are involved, so the collection does not risk harming well-being and job satisfaction", she says.
According to the survey, 56 percent of managers state that the purpose of using digital tools is to increase well-being, while 46 percent also use data to strengthen the bottom line by increasing employee productivity and performance.
But the increasing amount of employee data, which is collected through log files and programs, has the potential to distort the balance of power between employers and employees, believes Malene Matthison-Hansen, who is chairman of IDA’s Council of Employees.
"As employees, we have to be critical of the kind of data-driven management and monitoring, which in some cases can lead to insecurity and stress. It is extremely important that employers are transparent about the purpose of the data collection and what data is collected. Otherwise, it risks damaging the relationship between managers and employees", she says.