Managing ‘Ghostworkers’ In Your Company

Culture of fear

More than half (58%) of employees have admitted to pretending to work and are instead burning company time with unrelated activities. 

Instead of working, employees fake productivity through various deceptions. Some walk around the office with a notebook, pretend they’re talking to someone on the phone, or type on their keyboards with no real purpose. Instead of chasing deadlines, some employees update their resumes and apply for new jobs on their work devices. 

The phenomenon reveals a worrying disconnect between employers and employees. Ghostworking could be the product of a culture of fear within the company. They pretend to work for fear of facing unforgiving sanctions or worse, losing their jobs. 

Micro management

Workers who feign work likely have managers who enforce stringent rules verging on tyranny. These companies likely have policies that do not allow breaks or impose very tight deadlines. They treat their employees like machines, and staff must always be on or face stiff penalties.

Some corporations ensure employees are always working by monitoring their screens continuously. Some even use tools that track mouse movement, as if it’s the ultimate metric of productivity. These comical methods are draconian measures that further mar a company’s relationship with its staff. 

It’s close to impossible to remain hyper-focused for the entire duration of the eight-hour workday. Staff refresh their senses by tinkering with their phone, taking a walk, or browsing through non-work-related websites. They need those few minutes of “unproductivity” to be productive.

The commercial contract

A manager’s job is not to catch employees ‘not working.’ Rather, their job is to clearly communicate project expectations, monitor progress without overstepping, and support.

Workers love to receive clear guidelines. They also enjoy having a sense of autonomy and ownership in their workflows. Employees may have similar outputs, but they have different approaches. 

Companies, especially their managers, must be cognizant of these realities. They must give their staff ample wiggle room to accomplish their work. 

At the same time, managers must reiterate the core principles of the commercial contract between the company and staff, which hinges on trust and accountability. Employees must do their part to honor this contract by fulfilling their responsibilities to the best of their abilities. 

Why not hold more face-to-face meetings to ensure rules and regulations are followed? Opening communication lines is a simple yet effective way to strengthen the relationship between employees and staff.

The question for your business

How do you manage your employees?

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