As remote work redefine workplaces, businesses are increasingly turning to employee monitoring
In the modern workplace, the rise of remote and hybrid work has led to significant shifts in how businesses operate, manage and monitor their employees. Among the most controversial developments is the growing use of tattleware or brassware, the common nicknames of software applications that monitor employees’ activities during work hours.
With the advent of normalised remote work, employer surveillance of workers has accelerated. Today, such tools can track a wide range of data, including keystrokes, mouse movements, screenshots, and even video or audio feeds from an employee’s device. Not only this, but the much-advanced systems may also use artificial intelligence to analyse patterns, flag unproductive behaviour, or even detect potential security breaches. Employers claim these tools provide valuable insights into work habits, protect sensitive data, and improve overall efficiency. It allows businesses to track productivity metrics thereby ensuring that the employees meet deadlines and work efficiently, especially in remote setups where physical supervision is absent.
Also, such surveillance tools help prevent data breaches or intellectual property theft by monitoring unauthorised activities. Moreover, these wares provide evidence in disputes about working hours or performance, thereby offering an objective record of employee activity. When implemented transparently and ethically, these tools even foster accountability and help underperforming employees improve. Despite the above-mentioned benefits, the use of tattleware raises significant ethical concerns wherein the most common one talked about is privacy. Employees believe that privacy is a fundamental right, and excessive surveillance can infringe upon it. A survey conducted recently found that nearly 78 per cent of employers use monitoring software to track employee performance or online activity.
When employees are monitored constantly, they often feel dehumanised, as though they are untrusted or reduced to mere data points resulting in eroding trust between employers and their teams, making it harder to foster collaboration and loyalty. Additionally, the psychological impact often leads them to stress, anxiety, and burnout. Employees may feel pressured to overwork or engage in performative productivity - appearing busy rather than genuinely contributing. Over time, this can harm creativity, innovation, and overall job satisfaction. Not only these, but the use of tattler has also resulted in legal challenges, including claims of unpaid wages for work performed away from computers or intrusion upon privacy. Some employers face allegations of unfair labour practices if monitoring interferes with protected activities, such as union organising? To adhere to the challenges posed by tattlers, businesses must strive to balance productivity goals with respect for employees’ rights. As rightly said transparency is the key to success.
Only when employees are informed about them being monitored, the necessities for the use of such tattlers or how the data will be used can help build trust and foster a sense of shared responsibility. As businesses navigate the complexities of remote and hybrid work, they must adopt a thoughtful and balanced approach to workplace monitoring. Only by prioritising transparency, fairness, and respect for individual rights, companies and business organisations can create an environment that values both productivity and human dignity.
(The writer is an educator; views are personal)
