The development of monitoring tools to keep track of remote workers began during the Covid lockdowns.
However, as hybrid and remote working have continued the increased sophistication and use of such software has continued.
But in essence it is a number crunching exercise and relying on algorithms and statistics alone can easily mislead managers.
The statistics should be understood in the context of the role, and can lead to unrealistic activity goals. They should be used with caution.
If they are not, then they can alienate the most dedicated of workers.
Surveillance is not only about logging. It has the potential for it to be used against workers.
Calculating productivity by such things as the numbers of clicks and keystrokes on the computer without reference to quality is counterproductive.
It makes employees fearful and worried about being watched.
Excessive monitoring can be counterproductive for companies too: it is associated with potentially lower productivity and higher staff turnover rates.
Essentially what it boils down to is trust and a degree of understanding about how people manage their time.
Employees need to feel respected, valued and trusted if you want them to be at their productive best.