Working remotely has its perks, but that can backfire easily as well. Sure, you may feel like you have the freedom to complete tasks and responsibilities at your own leisure, on your own time, and from wherever. That being said, as most remote employees likely know, plenty of companies have begun taking away many of the privileges that full-time work-from-home employees were once afforded just a few years ago.
One of the areas that employers can be particularly difficult about is how they monitor productivity. Of course, most workers believe that productivity should be measured by output. Does the work get done when it needs to be completed? If that’s the case, then there shouldn’t be anything for managers to complain about. However, other folks, usually those who are insecure about whether or not they are good managers, tend to measure productivity by how active they are on Slack or Teams. Perhaps you like to start your work early sometimes, so you can finish a bit early. For some managers, that’s not a problem, but for others, it’s a big red flag.
Keep scrolling below for this author’s story of how he helped his sister, and in turn, over half of her entire company, avoid the new idle time requirements!
