> Discretion still has its place, but that's different from privacy and compliance. It should be, but often digital tools obliterate discretion in the service

> Discretion still has its place, but that's different from privacy and compliance. It should be, but often digital tools obliterate discretion in the service of compliance or even just monitoring employee work habits. > I would not refuse to work for a company just because they could look into my conversations if I was accused of wrongdoing. A healthy workplace needs to solve the underlying issue, here. But there are simple ways (i.e., asking or ordering the employee to send you conversation transcripts) to get the information needed. Managers and compliance officers are reluctant to let the investigated employees know they're being investigated, which I understand, but I don't think throwing out discretion-oriented communication is worth the benefits there.