The COVID-19 pandemic forced a sudden and dramatic shift to remote work, leaving many companies scrambling to maintain productivity and oversight of their distributed workforce. In the early days of the shift, a concerning trend emerged called “surveillance creep” as employers deployed intrusive monitoring tactics to track employee activity.
However, as the remote work model became more established, companies have had to reevaluate their approach. With the ongoing Great Resignation and heightened employee expectations around privacy, organizations are now seeking more mature, privacy-respecting solutions to remote work monitoring. Worktime has documented this transition and is helping firms adopt approaches that balance oversight with respect for employee rights.
From Emergency Remote Monitoring to Sustainable Practices
When the pandemic first hit and offices were forced to close, many employers turned to tools like keystroke loggers, webcam monitoring, and AI-powered “tattleware” to try to maintain visibility and control over their newly remote teams. This knee-jerk reaction was understandable in the face of a sudden, unprecedented shift. But it quickly became clear that these heavy-handed tactics were unsustainable and detrimental to employee trust and morale.
“In the early pandemic days, a lot of companies panicked and implemented overly intrusive monitoring out of fear of losing productivity,” says Kyrylo Nesterenko, CEO of Worktime. “But as remote work became the norm, they realized that approach was damaging their culture and causing major retention issues.”
Research from the American Psychological Association found that a significant share of employees who experienced increased surveillance during the pandemic reported higher stress levels. Surveys conducted during that period also indicated many workers would consider leaving jobs that relied on invasive monitoring. As attention shifted from emergency measures to long-term practices, organizations sought alternatives that preserved accountability without eroding trust.
Addressing the Great Resignation and Employee Expectations
The shift towards more privacy-respecting remote work monitoring has been further accelerated by the ongoing Great Resignation. With employees increasingly willing to leave jobs that don’t meet their needs, organizations can’t afford to ignore the growing demand for greater autonomy and control over how their work is measured.
“Employees have made it clear that they won’t tolerate being treated like children or criminals when they’re working remotely,” Nesterenko says. “They want to be trusted and empowered, not constantly watched and evaluated based on arbitrary metrics.”
In response, leading companies are adopting monitoring approaches that are more aligned with employee preferences. This includes solutions that focus on output and outcomes rather than time spent online or keystrokes, provide visibility into the data being collected and how it will be used, offer employees the ability to opt out of certain monitoring features, and incorporate regular check-ins and feedback loops to address concerns.
Worktime has highlighted a growing number of organizations adopting these policies and publishing clear guidelines so employees understand what is tracked, why it matters, and how the data is handled.
Maintaining Productivity Without Invasive Tactics
As companies have moved away from the heavy-handed monitoring tactics of the pandemic era, they’ve had to get creative in finding ways to maintain visibility and productivity. This has led to the emergence of a range of innovative solutions that leverage technology in more nuanced, employee-friendly ways.
Some organizations are using digital experience monitoring tools that track user interactions with software and applications, but without capturing personally identifiable information or granular activity data. Others are experimenting with productivity scoring models that evaluate performance based on deliverables and outcomes rather than time spent online.
“The key is to focus on the work that’s being produced, not just the time an employee is spending at their computer,” Nesterenko says. “That’s a much more meaningful and motivating way to measure performance in a remote setting.”
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Workforce Trend Data and Expert Predictions for 2025-2026
As remote and hybrid work models continue to evolve, experts predict that the trend towards more privacy-respecting monitoring solutions will only accelerate. A range of industry surveys indicate that many HR leaders plan to increase investment in employee experience technology over the next two years, with particular focus on tools that enhance trust, autonomy, and work-life balance.
“The pandemic has fundamentally shifted employee expectations around work,” Nesterenko observes. “Going forward, companies that want to attract and retain top talent will need to prioritize privacy, flexibility, and a genuine focus on employee wellbeing.”
For 2025-2026, several trends are expected to shape monitoring practices: stronger regulatory scrutiny around employee data, wider adoption of privacy-by-design principles in workplace tools, and continued demand from employees for transparency and consent. Companies that integrate these trends into their policies will likely see better retention and engagement.
As the labor market tightens and regulations evolve, the businesses that will thrive are those that treat monitoring as a tool for empowerment rather than control. By focusing on meaningful metrics, clear communication, and protecting personal data, companies can maintain productivity while honoring the privacy employees now expect.
