As TikTok prepares to implement its return-to-office (RTO) policy, it grapples with a surge in employee discontent and privacy concerns linked to the MyRTO app's introduction for office attendance monitoring. This app, integrated into TikTok's internal software, tracks badge swipes and demands explanations for deviations from in-office schedules..

Privacy concerns and surveillance

Designed to ensure adherence to TikTok's three-day-a-week office mandate, this move has triggered discontent among employees who perceive it as intrusive. Furthermore, the visibility of attendance data on a dashboard accessible to employees, supervisors, and HR staff has raised alarms about the extent of surveillance.

Policy impact and employee responses

Employees have voiced their frustration and dismay regarding the stringent policy, which warns of potential disciplinary actions for intentional non-compliance and the resultant impact on performance evaluations. TikTok, however, maintains that the MyRTO app aims to bolster transparency and communication concerning RTO expectations and in-office schedules.

The divide between executives and employees

A recent study reveals a notable disparity emerged between executives and non-executive employees regarding a return to the office on a full-time basis. While 68% of executives express eagerness to return, only 17% of remote-working employees wish to be in the office daily. This stark contrast underscores the importance of accommodating employee preferences when revising workplace policies. Neglecting to do so may precipitate a significant turnover, as 57% of white-collar professionals intend to seek new employers within the next year. To address this issue, the study recommends embracing flexibility, championing inclusivity, and nurturing transparency in workplace policies.

Read more: Australian workers resist return to office but are lonelier, new research reveals

Industry trends and concerns

While TikTok is not alone in urging employees to return to the office, the tenor and deployment of monitoring applications have attracted criticism. Amazon CEO Andy Jassy, for instance, warned employees in August that those unwilling to return to the office for at least three days per week might not find a long-term fit with the company.

Meta, the parent company of Facebook and Instagram, has similarly mandated a three-day-a-week office attendance policy while employing employee badge swipes to track attendance. Meanwhile, Grindr, the LGBTQ dating app, experienced significant employee turnover following the requirement for employees to relocate and work on-site two days per week.

Balancing privacy and productivity

These developments reflect employers' growing concerns about remote work's potential impact on productivity and the imperative of enforcing compliance with office attendance policies. Nonetheless, they underscore the critical need for striking a balance between safeguarding employee privacy and fulfilling company objectives as the workplace undergoes transformations in response to the ongoing pandemic.

Lessons from Australia and insights on hybrid work

In Australia, the controversial case of Suzie Cheikho's termination from Insurance Australia Group (IAG) cast light on the surveillance of remote employees. IAG had been monitoring her keystroke activity during work from home, leading to her dismissal, despite the Fair Work Commission ultimately rejecting her claim of unfair dismissal.

Read more: Why bosses and workers don't see eye to eye on return to office

The importance of relationships in hybrid work

Additionally, a HubSpot report on hybrid work in Australia revealed that 63.4% of workers prefer working from home, with 33% encountering difficulties in building connections and relationships within hybrid teams. Notably, 43% of those in hybrid roles visit the office primarily to socialise with colleagues. This study underscores the significance of fostering interpersonal relationships, with 52% of respondents prioritising these connections over salary increments. Moreover, feeling a connection to company culture (70%) and the organisation's mission (69%) emerges as crucial. Lastly, close friendships at work affect retention for 66% of employees, underscoring the pivotal role of nurturing connections in hybrid work settings. 

Navigating the complexities of remote and hybrid work

As organisations navigate the intricate terrain of remote and hybrid work models, they must navigate the intricate terrain of remote and hybrid work models, they must consider employees' concerns surrounding privacy and work-life balance while striving to create a conducive work environment. The deployment of monitoring apps, such as MyRTO, necessitates a critical examination of the evolving landscape of workplace surveillance and the preservation of employee rights.