When I was 17, my parents helped me buy a new laptop to celebrate getting into university. I had my heart set on a rose-gold Mac and cobbled together all my birthday and Christmas money from my grandparents, plus the pocket money I’d been stashing in my Groovy Chick piggy bank.

We got back from JB Hi-Fi, sat down in the living room, and plugged it in. I was keen to customise my background and see what this photobooth app was all about.

My mum disappeared into the study for a moment and returned with a sticky note and a piece of tape. She folded the paper into quarters and stuck it to the top of the screen - over the webcam.

“What’s that for?”

“Just to make sure no one can watch you.”

“Mum, come on. That’s not how it works.”

“Just in case!”

Now, just a few years (okay, okay, more than a decade) later, people’s concerns about being monitored by big, bad technology companies are still present. As a teen, I thought that when the digital generation grew up, our understanding of technology would allow us to keep up with new advances and avoid any unfounded fears that plagued our parents.

But the concerns haven’t subsided. Technology has advanced at such a rate that a confusing, robot-ruled future seems to be looming closer and closer every year. It often feels like I’ve just got my head around the latest AI development when another one lands in my news feed. The latest one was an article from the ABC on the implications of workplace surveillance.

The rise of AI has definitely brought benefits to workplaces - I’m sure many of us have found ways to use it to streamline our processes and workflows, leaving us with more time to add value and do things that really matter.

But navigating new technologies is always cause for caution and care. As the ABC article discusses, workplace surveillance is an increasing concern for Australian workers. While monitoring tools may be appealing to employers (and particularly of interest to those in HR/P&C roles focusing on employee engagement and productivity, as well as with the rise of remote work), there’s more to it than boosting outputs and ensuring compliance.

Here’s the thing: the problem isn’t really AI, just like it wasn’t my webcam. It’s about our fear of the unknown and the implications that come with using technology that many people don’t fully understand.

So, whether you’re considering implementing workplace monitoring or you already have, here are three things to consider.

1. What’s your goal - and is this the best way to achieve it?

If you’re considering a form of AI-driven workplace monitoring, you’re probably trying to increase productivity in some way or another. What’s the likelihood of monitoring helping you achieve that goal? Is there another way you could inspire the desired behavioural outcomes without the risk of eroding trust and transparency?

One of my favourite examples of this is the Speed Awareness Monitors you’ll find in Queensland. If you’re not familiar, the “Slow for SAM” signs feature a digital smiley face that angrily flashes at you if you’re over the speed limit. It’s an incredibly effective tool to decrease speeding - arguably more effective than hidden speed cameras. And if you ask people which one they like more? Well, I reckon the SAMs win hands down.

So, how does that apply here? First, be open and honest about what you’re doing and why. It’s important to foster cooperation and buy-in if you want to be effective. Second, consider how you can reward people for productivity, rather than punish them for noncompliance. You catch more bees with honey than with vinegar, after all.

2. How do you define productivity?

Humans aren’t machines. Productivity naturally ebbs and flows, and it’s unrealistic to expect employees to be “on” every second of the day. Take the Pomodoro Technique, for example. You’ve probably heard of this tried-and-true method of time management - it advocates for blocks of work followed by periods of short breaks to increase productivity and focus and decrease procrastination.

Pushing employees to be productive for long periods of time without breaks will actually have the opposite intended effect, increasing stress and the risk of burnout.

Monitoring software that tracks every pause will make employees feel alienated and disempowered. So, if you are going to use it, make sure you set clear and healthy guidelines on what productivity looks like, and enable people to have healthy breaks. Consider a definition of productivity that includes space for knowledge work, creativity, and any tasks that require you to do something other than just sitting in front of a computer.

3. Do you trust your team?

You’ve hired adults. Treat them like that! Surely you wouldn’t have hired people if you didn’t think they were competent and able to do their job effectively. If you feel you need to use covert surveillance to fix problems in your workforce, it may be worth taking a look at your workplace culture, values and expectations first.

The bottom line is that trust, open communication and respect are the foundation of a healthy, functional workplace. AI can be a powerful tool, but only when it’s used within the boundaries of a culture that values transparency, collaboration and mutual respect.