L’Ascesa della Paranoia della Produttività negli Stati Uniti e Come Affrontarla
La paranoia della produttività è la tendenza occupazionale più recente—scopri quali aree degli Stati Uniti sono più colpite e cosa possono fare i datori di lavoro al riguardo.
Dopo alcuni anni di lavoro instabile a causa della pandemia di COVID-19 – che ha richiesto ai dipendenti di lavorare da casa, quando possibile – i datori di lavoro a livello globale stanno ora decidendo se tornare in ufficio.
Secondo un rapporto recente, il 90 percento delle aziende ha annunciato che richiederà ai dipendenti di tornare in ufficio almeno per parte della settimana nel 2023, con il 77 percento che ammette che cambierà la propria politica di lavoro ibrido nel prossimo anno.
Per un quinto, i dipendenti saranno obbligati a tornare a lavorare in ufficio a tempo pieno, mentre il 40 percento ha dichiarato di voler il personale in ufficio quattro giorni alla settimana e il 31 percento tre giorni alla settimana.
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Molte persone hanno evidenziato i benefici del lavoro da remoto negli ultimi due anni, come la riduzione delle spese di viaggio, una maggiore energia grazie all'assenza del pendolarismo e la flessibilità di fare in modo che sia il lavoro a ruotare attorno alla propria vita, anziché il contrario.
Quindi, cosa ha portato i datori di lavoro a tornare al lavoro in presenza? La paranoia della produttività potrebbe essere almeno in parte la causa.
I’ll cover:
Cos'è la Paranoia sulla Produttività?
Il Work Trend Index: Pulse Report di Microsoft ha rilevato che, sebbene i dipendenti abbiano accolto una nuova era di lavoro ibrido, l’85 percento dei datori di lavoro non ha fiducia che siano altrettanto produttivi fuori dall’ufficio – dando origine alla cosiddetta "Paranoia sulla Produttività".
Il colosso tecnologico definisce la Paranoia sulla Produttività come quella situazione in cui i leader temono che la perdita di produttività sia dovuta al fatto che i dipendenti non lavorano, anche se aumentano le ore lavorate, il numero di riunioni e altre metriche di attività. Il sondaggio mostra che l’87 percento dei dipendenti ritiene di essere produttivo al lavoro, ma solo il 12 percento dei dirigenti dichiara avere piena fiducia nella produttività del proprio team.
Qui emerge chiaramente una disconnessione, con alcuni datori di lavoro che sembrano avere difficoltà a fidarsi del proprio personale e mettono i dipendenti sotto pressione affinché dimostrino di lavorare in modo efficiente quando non sono in ufficio.
Per scoprire quali delle più grandi città degli Stati Uniti abbiano i datori di lavoro più o meno paranoici, The Digital Project Manager ha condotto uno studio sull’argomento.
Abbiamo analizzato le leggi statali relative al monitoraggio dei dipendenti, il volume delle ricerche pertinenti su Google e la percentuale di annunci di lavoro su Indeed che ricercano personale da remoto. Normalizzando questi dati, abbiamo elaborato e assegnato un punteggio complessivo di paranoia a ciascuna città esaminata.
Dai un’occhiata alla tabella qui sotto per i dati completi e continua a leggere per la nostra analisi dettagliata e i migliori consigli per affrontare con serenità questa situazione:
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translate3d(0,-60px,0);animation-timing-function:cubic-bezier(.55,.055,.675,.19)}to{opacity:0;transform:scale3d(.1,.1,.1) translate3d(0,2000px,0);transform-origin:center bottom;animation-timing-function:cubic-bezier(.175,.885,.32,1)}}@keyframes zoomOutLeft{40%{opacity:1;transform:scale3d(.475,.475,.475) translate3d(42px,0,0)}to{opacity:0;transform:scale(.1) translate3d(-2000px,0,0);transform-origin:left center}}@keyframes zoomOutRight{40%{opacity:1;transform:scale3d(.475,.475,.475) translate3d(-42px,0,0)}to{opacity:0;transform:scale(.1) translate3d(2000px,0,0);transform-origin:right center}}@keyframes zoomOutUp{40%{opacity:1;transform:scale3d(.475,.475,.475) translate3d(0,60px,0);animation-timing-function:cubic-bezier(.55,.055,.675,.19)}to{opacity:0;transform:scale3d(.1,.1,.1) translate3d(0,-2000px,0);transform-origin:center bottom;animation-timing-function:cubic-bezier(.175,.885,.32,1)}}@keyframes slideInDown{0%{transform:translate3d(0,-100%,0);visibility:visible}to{transform:translateZ(0)}}@keyframes slideInLeft{0%{transform:translate3d(-100%,0,0);visibility:visible}to{transform:translateZ(0)}}@keyframes slideInRight{0%{transform:translate3d(100%,0,0);visibility:visible}to{transform:translateZ(0)}}@keyframes slideInUp{0%{transform:translate3d(0,100%,0);visibility:visible}to{transform:translateZ(0)}}@keyframes slideOutDown{0%{transform:translateZ(0)}to{visibility:hidden;transform:translate3d(0,100%,0)}}@keyframes slideOutLeft{0%{transform:translateZ(0)}to{visibility:hidden;transform:translate3d(-100%,0,0)}}@keyframes slideOutRight{0%{transform:translateZ(0)}to{visibility:hidden;transform:translate3d(100%,0,0)}}@keyframes slideOutUp{0%{transform:translateZ(0)}to{visibility:hidden;transform:translate3d(0,-100%,0)}}Le città più colpite dalla paranoia della produttività
Il nostro studio ha rilevato che la città statunitense in cui i datori di lavoro sono più colpiti dalla paranoia della produttività è Atlanta, Georgia – con un punteggio di paranoia complessivo di 8,9.
Abbiamo scoperto che in Georgia i datori di lavoro non necessitano legalmente del consenso dei dipendenti per monitorare le email o le chiamate, o per richiedere ai dipendenti di accendere la webcam. È inoltre consentito tracciare la posizione dei dipendenti.
Analizzando i dati di ricerca Google, Atlanta ha registrato in media 602 ricerche Google pro capite (ogni 100 mila abitanti) correlate al monitoraggio dei dipendenti solo nell’ultimo anno. Ciò include ricerche come “monitorare la webcam” e “software per monitorare i dipendenti”.
Inoltre, solo il sei percento degli annunci su Indeed per lavori nell’area offre il ‘lavoro da remoto’ (3.003 su 49.885 annunci).
Wichita, Kansas, è la seconda città più colpita dalla paranoia della produttività, con un punteggio di paranoia complessivo di 8,6.
Come ad Atlanta, i datori di lavoro in Kansas possono monitorare le email dei dipendenti e possono legalmente richiedere di accendere la webcam durante le riunioni virtuali.
Tuttavia, una sottile differenza è che il Kansas è uno stato "one-party consent". Ciò significa che è illegale utilizzare qualsiasi dispositivo per ascoltare, amplificare o registrare comunicazioni senza il consenso di almeno una persona coinvolta nella conversazione.
Sebbene questo possa sembrare migliore, implica che un datore di lavoro possa acconsentire a queste attività senza l’accordo dei dipendenti – il che è discutibilmente quasi altrettanto grave che non avere restrizioni.
Nell’ultimo anno ci sono state 332 ricerche Google pro capite a Wichita relative al monitoraggio dei dipendenti e poco più del due percento degli annunci di lavoro su Indeed in città permette il ‘lavoro da remoto’. Corrisponde a 229 annunci su 10.463 attivi al momento dello studio.
Al terzo posto tra le città USA con i datori di lavoro più paranoici si trova Louisville, nel Kentucky, con un punteggio di paranoia complessivo di 8,3.
Anche il Kentucky adotta un approccio molto più favorevole ai datori di lavoro sulla privacy delle email. I datori di lavoro possono leggere le email inviate agli indirizzi messi a disposizione dei dipendenti, purché li abbiano avvisati della loro intenzione di farlo.
Lo stesso approccio viene adottato per il monitoraggio delle telefonate fatte tramite dispositivi aziendali. I dipendenti possono essere licenziati anche per essersi rifiutati di accendere la webcam, sulla base del principio dell’“at-will employment”.
Nonostante queste normative, a Louisville ci sono state molte meno ricerche Google sul monitoraggio dei dipendenti, con solo 246 ricerche pro capite nell’ultimo anno. E solo il 2,1 percento degli annunci di lavoro di Louisville è classificato come remoto, pari a circa 500 annunci su 24 mila presenti su Indeed.
Completano la top cinque delle città statunitensi più colpite dalla paranoia della produttività Kansas City, nel Missouri (punteggio di paranoia: 8,2) e Indianapolis, in Indiana (punteggio di paranoia: 7,7), dove i datori di lavoro di entrambe le città promuovono il ‘lavoro da remoto’ solo nel tre percento degli annunci e le leggi statali non pongono limiti al monitoraggio di email, chiamate o posizione.
Le città meno colpite dalla paranoia sulla produttività
Lo studio ha rilevato che San Francisco, in California, è la città con i datori di lavoro meno paranoici, con un punteggio di paranoia complessivo di 0,7. Rispetto ad Atlanta, in Georgia, che abbiamo identificato come la città più paranoica con un punteggio di 8,9, si tratta di un netto miglioramento.
Oltre il 10,5 percento degli annunci di lavoro su Indeed a San Francisco è stato classificato come lavoro da remoto, segno di una maggiore fiducia dei datori di lavoro verso la sua popolazione di 887.000 persone.
Questa percentuale è significativamente più alta rispetto ad altre città dello stato come Bakersfield, dove solo l’un percento degli annunci offre il lavoro da remoto. I lavoratori di San Francisco probabilmente accoglieranno con favore il lavoro da remoto disponibile, dato che un recente sondaggio ha rilevato che oltre il 53 percento desiderava ridurre il numero di giorni trascorsi in ufficio.
Inoltre, lo stato della California applica una legge sul ‘consenso di entrambe le parti’ – è perciò reato monitorare e-mail e telefonate dei dipendenti senza il consenso di tutte le parti coinvolte.
Tuttavia, ai dipendenti viene richiesto di accendere la webcam su richiesta del datore di lavoro, e in media ci sono 288 ricerche Google all’anno pro capite sui controlli sui dipendenti; ciò dimostra che, pur essendo il miglior stato tra quelli analizzati, i datori di lavoro sono comunque in parte interessati al monitoraggio dei dipendenti.
Chicago, Illinois, è la seconda città meno colpita dalla paranoia sulla produttività, con un punteggio di paranoia di 1,2. Circa il 5,5 percento degli annunci di lavoro su Indeed a Chicago consente il lavoro da remoto e, nell’ultimo anno, ci sono state solo 162 ricerche Google pro capite legate al monitoraggio dei dipendenti.
Oltre il 27 percento della popolazione di Chicago lavora nei settori professionali e aziendali. E, come in California, è richiesto il consenso di tutte le parti prima che i datori di lavoro possano monitorare e-mail e conversazioni telefoniche in Illinois.
In effetti, sembra che i datori di lavoro in queste città abbiano studiato la situazione prima di rientrare in ufficio. Un sondaggio ha rivelato che quasi sei lavoratori su dieci si sono dichiarati più produttivi lavorando da casa durante la pandemia, fatto che probabilmente ha portato a una maggiore fiducia da parte dei dirigenti.
Al terzo posto troviamo Los Angeles, California, con un basso punteggio di paranoia di 1,4 e 142 ricerche Google pro capite nell’ultimo anno riguardo al monitoraggio dei dipendenti.
Sebbene Los Angeles ospiti il terzo più grande distretto commerciale del Nord America, solo il 4,3 percento degli annunci di lavoro ha permesso il lavoro da remoto (2.167 annunci su oltre 50.000 attivi al momento di questo studio).
Completano la top five le città californiane di San Diego e San Jose, che conquistano il quarto e il quinto posto con punteggi di paranoia di 1,6 e 1,9, rispettivamente. Il 3,7 percento degli annunci di lavoro a San Diego e il 3,8 percento a San Jose prevedeva opzioni di lavoro da remoto.
Le città californiane occupano nove delle prime dieci posizioni meno colpite dalla paranoia sulla produttività. Da questi dati è evidente che la California ospita i datori di lavoro meno paranoici degli Stati Uniti, un’opportunità che chi cerca lavoro potrebbe considerare se disposto a trasferirsi.
Ciò risulta particolarmente interessante, dal momento che la California è stata anche indicata come la “città più felice” degli Stati Uniti in uno studio recente che ha preso in esame reddito e occupazione.
Come evitare la paranoia sulla produttività e gestire con successo il lavoro ibrido
Quando i dipendenti lavorano da remoto, può essere facile presumere che non stiano lavorando tanto quanto facevano quando potevi vederli fisicamente in ufficio. Tuttavia, molte persone scoprono che lavorare da casa si adatta meglio alle loro esigenze rispetto a un ambiente d’ufficio, che a volte può essere rumoroso o fonte di distrazione.
Il modo migliore per incoraggiare la produttività in una forza lavoro remota è favorire la felicità. Questo perché i dipendenti felici sono più propensi a lavorare sodo per te e hanno anche più probabilità di essere fisicamente in grado di farlo (senza bruciarsi o diventare eccessivamente stressati, il che porterebbe a un aumento dei giorni di assenza).
Costruisci fiducia con i tuoi dipendenti facendoli sentire ascoltati quando manifestano delle preoccupazioni, concedendo loro la flessibilità di lavorare dove e quando è più adatto e coinvolgendoli nelle decisioni che li riguardano, ove opportuno.
Un approccio invasivo alla privacy dei dipendenti probabilmente si tradurrà in una forza lavoro scontenta, che potrebbe portare i dipendenti a cercare opportunità più flessibili altrove.
Se fatta nel modo giusto, la supervisione dei dipendenti può essere percepita positivamente da tutte le parti coinvolte, ma ciò si ottiene solo con una comunicazione aperta, una forte fiducia iniziale e un obiettivo condiviso di raggiungere i risultati aziendali.
Scopri le nostre recensioni sui migliori strumenti di monitoraggio del tempo dei dipendenti per vedere come poter implementare questa pratica nella tua azienda senza compromettere la fiducia dei tuoi collaboratori.
Tuttavia, è naturale che alcuni datori di lavoro desiderino vedere i propri dipendenti tornare in ufficio. Se non per la produttività, allora per gli impatti sociali e culturali che questo può avere, oppure per i costi di mantenere un ufficio che nessuno utilizza.
Se scegli di richiedere ai dipendenti di tornare in ufficio, sia a tempo pieno che in modalità ibrida, è importante ascoltarli e incoraggiare feedback in tutte le fasi della transizione.
Quando i dipendenti lavorano completamente da remoto da molto tempo, il cambiamento può essere estremamente destabilizzante. Segui i suggerimenti qui sotto su come affrontare questa situazione:
- Fai tutto gradualmente: una transizione graduale, aumentando il numero di giorni in cui i dipendenti sono richiesti in ufficio nel corso di alcuni mesi, offre loro il tempo di accettare il cambiamento senza sentirsi sopraffatti. Ad esempio, consente al corpo di riabituarsi a pendolarismo o a un nuovo ritmo di sonno.
- Motiva, non mettere pressione: i manager dovrebbero concentrarsi sul rendere la transizione il più semplice possibile e motivare i propri team a tornare con incentivi, invece di esercitare eccessiva pressione.
- Sii flessibile: i dipendenti si saranno abituati a lavorare da casa, e potrebbe volerci un po’ affinché tutti si sentano di nuovo a proprio agio in ufficio. Utilizza sessioni individuali per capire cosa potrebbe metterli in difficoltà durante il periodo di transizione e offri un certo grado di flessibilità quando possibile — questo verrà ripagato nel tempo perché il tuo personale ti percepirà come un datore di lavoro comprensivo e disponibile, riducendo la probabilità che cerchino altro.
Metodologia
Abbiamo classificato le prime 50 città statunitensi per popolazione (dati del censimento 2020) utilizzando cinque indicatori:
- I datori di lavoro possono monitorare le email dei dipendenti? (dati legislativi statali)
- I datori di lavoro possono monitorare le chiamate dei dipendenti? (dati legislativi statali)
- I datori di lavoro possono tracciare la posizione dei dipendenti tramite GPS? (dati legislativi statali)
- Media cumulativa annuale delle ricerche su Google per query rilevanti ogni 100.000 abitanti, raccolte tra novembre 2021 e ottobre 2022 tramite Google Keyword Planner (dati a livello di città)
- Percentuale di tutte le offerte di lavoro attive filtrate per “remoto” su Indeed (dati a livello di città)
Per l’elenco completo delle query di ricerca Google analizzate e le fonti dei dati legislativi statali, consulta questo foglio di calcolo.
Ogni indicatore è stato normalizzato per fornire un punteggio da 0 a 10, dove 10 indica alti livelli di paranoia e 0 livelli bassi. L’unica eccezione è il dato sulle offerte di lavoro da remoto, che è invertito (10 indica bassi livelli di paranoia).
Per le leggi statali, abbiamo assegnato il valore 10 a coloro che potevano svolgere l’attività in tutte le circostanze e il valore 0 a coloro che potevano farlo solo in casi molto specifici, ad esempio previo consenso.
I cinque punteggi di ogni città sono stati poi mediati per ottenere un punteggio complessivo di paranoia.
Scopri strategie per aumentare la produttività in queste conferenze sulla produttività.
