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Employee Experience

Key Compliance Laws for Remote Employee Monitoring & Data Protection

With remote work rising, companies use monitoring tools to track productivity — but these must comply with laws like ECPA, GDPR, and CCPA to protect employee privacy. Transparency, consent, and limiting data collection are essential. Excessive monitoring harms trust, morale, and can lead to legal penalties. Ethical, privacy-first analytics offer a better approach, balancing insights with respect for employee rights.

Why Do Employees Leave Their Job

Employee turnover is a major concern for businesses, affecting productivity, morale, and costs. This blog explores key reasons employees quit, including lack of career growth, low compensation, toxic workplace culture, poor management, and insufficient benefits. Employees today seek flexibility, professional development, and a healthy work-life balance, making these factors essential for retention.

How to Make People Care About Your Insights

We all know the allure of diving deep into a dataset and generating some fascinating insight. But all too often, insights end up being interesting without actually being useful. For insights to deliver real value, they must drive action. Here’s a guide of best practices to help ensure your insights lead to impactful change.

5 Better Alternatives To Employee Monitoring

Employee monitoring is invasive, creepy and often ineffective. Learn how to boost productivity in your organization without sacrificing privacy or trust.

10 Reasons Why Companies Should Avoid Employee Monitoring

Employee monitoring has become a common trend in modern workplaces, often justified as a means to boost employee productivity and ensure accountability. However, the reliance on employee monitoring systems raises significant concerns regarding employee trust, engagement, and workplace culture.

What Is Employee Net Promoter Score (eNPS)

What is an Employee Net Promoter Score (eNPS)? How does it inform business and management decisions? Learn more with Worklytics.

Using ONA to Find Optimal Team Size

When you flatten an organization, you’re increasing manager span with the intent to decrease decision-making time. With fewer layers of approval, the assumption is that work gets done faster. But with more direct reports, manager span is stretched, which may degrade the quality of the work. So how do you strike a balance between speed and span? Here’s what the data tell us.

How to Use Employee Survey Data to Make Your Company More Efficient

Learn how to transform employee survey insights into strategic initiatives and actions that boost efficiency and engagement for your business.

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