Why employee surveillance could backfire

Companies have access to a wide range of technologies that allow them to monitor their employees’ activities inside and outside the workplace. While these technologies may seem like an effective way to increase productivity and ensure that employees are working efficiently, they can also have unintended consequences that could ultimately backfire.

We will explore how surveillance can create a culture of distrust, decrease employee morale, and even lead to legal and ethical issues. We will also offer some alternatives to surveillance that employers can consider to improve productivity and employee satisfaction without sacrificing privacy and trust.

What is employee surveillance?

Employee surveillance refers to monitoring employees’ activities both in and out of the physical workplace using various technologies such as cameras, keystroke trackers, GPS trackers, and monitoring software.

Some managers believe that employee surveillance is necessary to ensure that their employees are working efficiently, meeting their deadlines and not engaging in any behaviour that could harm the company’s reputation or security. Managers may also use surveillance to prevent theft or monitor employee safety.

However, employee surveillance can have unintended negative consequences for businesses. It can create a culture of distrust, lower employee morale and reduce productivity. Employees may feel like they are not trusted or respected, leading to decreased loyalty and increased turnover rates. Additionally, surveillance can lead to legal and ethical issues, such as violating employee privacy rights or breaching data protection laws.

Ways employee surveillance could backfire

• Decreased employee morale: Employees may feel they need to be more trusted and respected, leading to reduced loyalty and increased turnover rates.

• Increased stress and anxiety: Employees may feel like they are constantly being watched, leading to increased pressure and anxiety levels.

• Legal and ethical issues: Surveillance can lead to legal and ethical issues, such as violating employee privacy rights or breaching data protection laws.

• Culture of distrust: Surveillance can create a culture of distrust between employees and employers, leading to decreased collaboration and teamwork.

Alternatives to employee surveillance

Some alternatives to employee surveillance include:

Goal setting and performance management – Set clear performance goals and expectations for employees, provide regular feedback, and hold employees accountable for meeting these expectations.

Employee engagement – Engage employees in the decision-making process, listen to their concerns, and provide opportunities for growth and development.

Employee recognition and reward – Recognise and reward employees for their hard work and achievements, which can increase motivation and job satisfaction.

Flexible work arrangements – Allow employees to work from home or offer flexible schedules, improving work-life balance and increasing productivity.

Training and development – Provide employees with training and development opportunities to improve their skills and knowledge, which can increase job satisfaction and loyalty.

The takeaway on employee surveillance

In conclusion, while employee surveillance may seem like an effective way to ensure productivity and protect a company’s interests, it can have unintended negative consequences that could ultimately harm the business. 

By fostering a culture of trust and respect, companies can create a positive work environment that benefits employees and the business.