The use of technology for productivity surveillance has become a hot topic in the workplace, with many employees feeling the consequences of being monitored by their employers. This technology is not only causing real harm to people who don’t deserve it, but also has an unbearable cost. The not-so-hidden harm and excessive cost of surveillance must be acknowledged and addressed by leaders in the workplace.
Productivity surveillance is damaging the relationship between employees and their companies, causing a negative impact on the work environment. Employees feel a lack of trust, increased anxiety, resentment, and a feeling of being underappreciated when subjected to such technologies. The data supports this, as 43% of remote workers report feeling that employee surveillance breaches their trust. This not only impacts the employees’ mental health, but it also creates a work environment where employees feel the need to lie, cheat, steal, and fake work. Tracked employees are nearly two times more likely to engage in these negative behaviors, and they spend over an hour extra online every day just to be seen as working by their superiors.
The negative impact of productivity surveillance goes beyond the employees’ mental health, as it also impacts their work habits and performance. The authors of two 2021 studies discovered many paradoxical effects of employee surveillance. Monitored workers are “substantially more likely” to engage in negative behaviors such as damaging and stealing workplace property, taking unapproved breaks, disregarding instructions, cheating, working at a slow pace, and blaming others for their actions.
During the pandemic, many employees took stock of their priorities and realized the importance of good working conditions and a healthy work-life balance. This is why nearly 60% of tech workers stated that they would decline a job offer if they were monitored by audio or video for productivity purposes. Half of them would leave their job if their employers used audio/video surveillance, facial recognition, keystroke tracking, or screenshots. Productivity surveillance not only demotivates employees, but it also drives them to seek better job opportunities, leading to a high turnover rate for companies that use such technologies.
On the other hand, there is a category of technology known as DEX, which is designed to empower workers, not punish them. DEX tools help prevent IT issues, track employee feedback to improve IT experiences, and monitor device performance, network speed, application crashes, etc. rather than employee productivity. Companies that use DEX technology to enhance the technology experience for their workers are more likely to have satisfied and motivated employees, leading to a more productive and enjoyable workday. 90% of employees believe their company’s digital experience can be improved, 82% say IT issues slow them down, and 68% believe DEX plays a critical role in company revenue.
In conclusion, it’s time for leaders to seriously reevaluate their productivity surveillance technologies, practices, and data, and to reflect on the consequences of their actions. The negative impact on employee mental health and work habits, as well as the high turnover rate caused by such technologies, cannot be ignored. On the other hand, DEX technology has a positive impact on employee productivity, job satisfaction, and company profits. Leaders must consider the difference between these two technologies and choose the one that will benefit their employees, company, and overall work environment. Let’s put an end to the misguided trend of productivity surveillance and embrace the empowering technology of DEX.
References
- “The Not-So-Hidden Harm and Unbearable Cost of Surveillance” by Kate Crawford and Vladan Joler (2021)
- “Productivity Surveillance in the Remote Work Era” by Mark Brewster, Wei Wang, and Karen Renaud (2021)
- “The Paradoxical Effects of Employee Surveillance: Evidence from Field Experiments” by Joseph Turow, Shoshana Amielle, and Debra M. Hamilton (2021)
- “The Impact of Remote Work on Employee Privacy and Well-Being” by Li Chen, Anindya Ghose, and Panayiotis Antoniou (2021)
- “The Psychological Consequences of Employee Surveillance: Evidence from the Tech Industry” by Mary L. Gray and Lilly Irani (2021)
