As parents, we can place so many restrictions on the lives of our children, all with the good intention of trying to raise them as best we can.
However, sometimes those restrictions are so over bearing that our children are “forced”, if you will, to sneak around and do even more of the things we don’t want them to do.
What about the employees at your company. Instant messaging, shopping on eBay for clothes and watching hours of YouTube videos at work is NOT productive. What is the solution? Do you ban 99% of web site traffic.
Maybe you have even more legitimate reasons for restricting technology – such as having a more secure business. ConnectIT writes that many of your employees are probably using technology to circumvent your restrictions anyway.
Let’s take a look at file sizes. Maybe to conserve file space on your server or to limit your huge customer database from leaving your company via email you limit file sizes. Maybe you even go so far as to lock USB drives from being used in your business.
This just forces employees to use services like YouSendit.com or their personal email addresses to send and receive files.
The WSJ writes about “Ten Things Your IT Department Won’t Tell You“. WSJ writes The Problem: Many companies require that employees get permission from the IT department to download software. But that can be problematic if you’re trying to download software that your IT department has blacklisted.
The Trick: There are two easy ways around this: finding Web-based alternatives or bringing in the software on an outside device.
While you might have valid reasons for restricting certain technologies you might be creating even more holes by forcing your employees to use alternative technologies to get around your restrictions.
What should you do?
Make a list of your technology restrictions and rate them. Some restrictions might be 100% critical especially if they really affect the security of your company or are regulated by various government agencies.
You might find that other restrictions are a bit silly and could be relaxed. Instead of restrictions – training employees and encouraging a culture of trust might be best.
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