NEWS
BR IEFING
Keep up-to-date with the latest news surrounding the role of the PA
The new
working week?
Big Brother at work?
Your employer may already include
wearable devices as part of a wellness
programme to encourage tracking
of health outcomes – but what
about systems that keep an eye on
performance?
Two Canadian companies were
recently granted patents to have
employees wearing wristbands that –
through ultrasonic sound pulses and
other clever tech – monitor how they
perform their assigned tasks.
Obviously a big tick in the efficiency
box, and potentially safety too,
depending on the work environment,
systems like these are also highly
controversial as individuals could feel
micromanaged at a time when they
“Sensors on the device
noted who each employee
spoke to, where in the
office they went and even
the emotion in their voice,
though they didn’t track
the specific words”
12 Chief of Staff | April/May 2018
want to feel empowered.
In fact, recent research by TalkTalk
Business revealed that, whilst more
than half (53 per cent) of employees
are up for using wearable tech to boost
their own productivity at work, three
quarters (74 per cent) said a firm no
to the device being used to monitor
performance.
So, if your company is considering
piloting something like this, staff
buy-in is essential – be upfront about
how the data will be used and build
trust with the team by showing you
keep promises and prioritise their
interests.
Deloitte Canada did just this when
determining the effectiveness of its
workplace renovations. It piloted
tracking devices that helped determine
whether their new office spaces
improved collaboration and, because
of how it was framed, employees were
extremely eager to get involved.
When they did, sensors on the
device noted who each employee spoke
to, where in the office they went and
even the emotion in their voice, though
they didn’t track the specific words.
Work/life balance and flexible
working are hot topics, and, from
next year, German workers will have
a new opportunity. Those working at
many of the top engineering firms
(the likes of Bosch, which already
boasts around 100 work-life models
to ensure optimum balance) can opt
for a 28-hour working week for up
to two years, before returning to the
standard 35-hour week. The union-
led arrangement gives flexibility
for employees who want to care for
children or relatives – and their pay
will reflect this. But the option to
work 40 hours to earn more is there,
too. Although there are concerns
over labour shortages, it’s expected
many employees will choose to work
longer and earn more, which, in
turn, will give the economy a boost.
Similar deals are expected in other
sectors and regions, too – could this
arrangement be hitting your office
any time soon?
What’ll be
on your CV
in 2030?
Trend forecasters Foresight Factory
and PageGroup recently revealed
that, as a result of emerging trends
and tech, the skills, experiences
and achievements highlighted on
future CVs could look rather different
– the potential 2030 CV includes
an anonymous ID number and
personal imprint; information about
your practical experience working
with chatbots and human interface
technology; your ‘advanced learning
ability score,’ and your ‘social impact
rating.’ Better get chatting to your
colleagues to boost that social score!