Productivity Paranoia in the Modern Workplace

What you need to know?

Do you know the feeling that you don't get enough to do at work? The latest Microsoft study calls this “productivity paranoia.” According to the study, 85% of managers find it difficult to trust employees to be productive in the era of hybrid work. Yet 48% of employees and 53% of managers worldwide report that they are burned out. So how are employers responding to all this?

Worryingly, employers are increasingly investing in technology to detect employee keystrokes, inactivity and even emotions to measure productivity. However, excessive surveillance in the workplace has been proven to suppress creativity and independent thinking while increasing stress and the likelihood of burnout.

What others say about it?

"Microsoft's data confirms what employees say: They are working harder than ever - especially women juggling childcare [...] The number of meetings per week has increased by 153% worldwide since the start of the pandemic" said Shelley Zalis, founder and CEO of The Female Quotient, recently in Forbes.

She added: "According to The New York Times, a lack of trust among executives has led eight out of 10 of the largest private employers in the US to use tracking software to monitor their employees' productivity - with unintended consequences that include resentment ranging up to dismissals."

What this means for you?

While productivity and accountability are important for all businesses, they need to go both ways. Encourage your leaders to work with their teams to agree what this should look like. We recommend:

• Don't rely on employee monitoring: Studies have shown that this only leads to less innovation, lower employee trust, and more stress and burnout.
• Establish clear ways for teams to communicate their progress: This can be through regular meetings, documentation, task management apps, or weekly 1:1s.
• Discourage presenteeism: Ensure managers measure performance based on actual results rather than overtime. Create clear guidelines for dealing with sickness absences.

Create a culture that respects breaks: Encourage blocking of lunch breaks in calendars and avoid scheduling company-wide meetings during these times. You may also consider implementing time tracking software that reminds employees of required breaks.

In navigating the challenges of 'Productivity Paranoia,' IceHrm emphasizes fostering trust, clear communication, and a balanced approach to productivity, promoting a healthier and more sustainable work environment.