According to a new survey conducted by Raconteur, just over 80% of workers feel that they are being monitored by their employers to a moderate or high degree – and 63% consider the use of tracking software a reason to quit.
But why are employers doing this and is there ever any benefit to their teams? This blog post answers these pressing questions and examines the pitfalls, including the erosion of trust, increased stress and diminished job satisfaction, and argues instead for a focus on leadership, communication and employee output as proof of productivity.
The how and why of employee surveillance
To understand why some employers monitor their employees, it’s essential to look at the driving forces behind this trend. The push towards digital transformation, accelerated by the pandemic, made remote work a standard model for many organisations. With teams spread across different locations, some businesses started seeking ways to ensure accountability, manage performance, and safeguard company data. But while their motivation might be rooted in legitimate business concerns, the execution and its implications deserve a closer look.
Opportunities for health and wellbeing
When it comes to health, safety and wellbeing, there are some valid reasons for companies to invest in certain types of monitoring technology, such as devices that (pardon the pun) keep an eye on lighting quality to reduce harm to people’s eyesight. Other solutions track how long employees have been sitting, so they can be prompted to get up and stretch. Our Fit for Work app, developed as a workforce wellbeing tool, allows managers to monitor workers so they can be sure they have the right people in the right place and are able to send critical information to them. Health check-ins and surveys make sure that each individual is fit for work, prioritising safety and wellbeing.
Risks to company culture
Some companies make monitoring missteps because their motivation is rooted in distrust – but trust is the cornerstone of any successful employer-employee relationship and the foundation for a positive work environment. Microsoft’s 2022 Work Trend Index survey showed that 85% of leaders have trouble believing their workers are being productive. Some monitoring solutions may ease this doubt, but tools that record keystrokes, take screenshots periodically, or monitor messages can be interpreted by workers as overreach and a sign that their employers do not trust them.
Additionally, when employees feel watched, they may experience increased pressure and anxiety, and build resentment towards their employer for not believing that they will deliver on their responsibilities. In this way, employee monitoring can undermine company culture, especially if incompatible with its values. A company that champions trust, for example, would lose credibility if it was found to be conducting covert monitoring.
Monitoring and mental health
In some instances, monitoring (especially where it is experienced as excessive) can backfire in unusual ways. In one study, researchers from Arizona State University found that US employees who were under surveillance were more likely to behave ‘badly’, which they quantified as working more slowly, taking more breaks, stealing office equipment and even cheating on tasks set by the researchers. They theorised that the feeling of being ‘controlled’, of having one’s agency removed, can cause people to subvert the rules in order to regain a sense of control. There is also evidence to suggest that employees will find ways around uncomfortable monitoring measures – software that ‘jiggles’ your mouse to make it appear as if you are at your computer is one example.
Most importantly, the heightened stress some employees experience as a result of being ‘watched’, coupled with the feeling of being perpetually evaluated, can significantly diminish job satisfaction and harm mental health, leading to higher turnover rates (remember the 63% of respondents to the Raconteur survey who said the use of tracking software would make them consider quitting).
Transparent communication
As we said earlier, there are some instances where companies put monitoring measures in place to ensure they are operating effectively and to benefit of their teams. Even with the best of intentions, this can cause unrest if not properly handled. As with many things, transparency is central to success. Employee oversight must be proportionate and must not intrude into people’s personal lives. Companies confident that their approach is reasonable and respectful should communicate with their team, letting them know what tools they are using and why. It is also important to update company policies to incorporate the details of any monitoring activities, and to make sure data protection law is respected at all times.
An alternative approach
We would advise companies keen to minimise monitoring to consider strategies that prioritise leadership, open communication, and a focus on employee output. Effective leadership – where expectations are set, and employees are empowered – is instrumental in creating a work culture where employees feel valued and respected. Regular communication – in the form of check-ins, for example – can help address concerns and facilitate support, reinforcing a culture of mutual respect and collaboration. And, when it comes to measuring productivity, the quality and quantity of people’s work is the most important factor. Focusing on output encourages a results-oriented mindset that values efficiency and innovation. It allows employees the flexibility to work in ways that suit them best, promoting a healthier work-life balance.
Looking for talent you can trust? Need a new way to manage your workforce across multiple locations? Want to build an employer brand that showcases your company culture and values? Morson has a solution for that! Get in touch today to find out more.
