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In the wake of Elon Musk asking millions of federal workers to list their weekly accomplishments or risk being purged, a new survey indicates most employees oppose strict on-the-job tracking policies. And nearly a third of them would actively hunt for a new job if their employer took a similar approach.
Zety, an all-in-one career platform, surveyed 1,000 U.S. workers about strict surveillance and reporting requirements, including Musk’s so-called “pulse check” emails. The overwhelming consensus: Such policies are detrimental to both job satisfaction and mental health. The results are detailed in Zety’s “Workplace Monitoring Report.”
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Here are some highlights:
- Nearly two-thirds (62%) of respondents disagree with Musk’s weekly “five work accomplishments” policy, and 30% would actively look for a new job if their employer implemented a similar policy; 9% would quit immediately.
- One in 9 employees have quit due to extreme accountability or monitoring, and 1 in 6 have considered it.
- Almost all (90%) say strict reporting negatively impacts the workplace, citing decreased job satisfaction (22%), a culture of fear (22%), and increased burnout (18%).
- While 37% of workplaces lack formal tracking, many use regular manager check-ins (23%), status reports (14%), time-tracking software (14%), and surveillance tools (6%).
- One in 5 employees are against employers monitoring computer usage, emails, and online activity — believing it violates their privacy.
“While monitoring workplace performance has become more common, it’s clear from our survey that employees are drawing a line when it comes to extreme surveillance,” Jasmine Escalera, career expert at Zety, said in a statement. “Excessive tracking and micromanagement can harm company culture, increase burnout, and ultimately drive turnover. It’s essential for employers to strike a balance between ensuring productivity and respecting employee autonomy.”
According to the survey, employees favor more balanced and effective performance evaluation methods. Those include regular constructive feedback and performance reviews (40%), focusing on project outcomes and deadlines (37%), and even employee self-reporting and goal setting (11%).
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