By Professor Marcantonio Spada, Chief Clinical Officer, Onebright
The use of technology can be a burden in the workplace if it becomes problematic.
The term ‘problematic technology use’ is used to describe excessive and compulsive technology usage that can have negative effects on a person’s social, academic, and professional performance. It can also affect mood and cognitive function.
Some examples of problematic technology usage include excessive social media, frequent and repetitive gaming, compulsive shopping online, online pornography being viewed by many, “doom scrolling”, and not setting boundaries when using work emails or social platforms (e.g. WhatsApp). According to data, up to three out of ten employees are guilty of problematic technology usage.
Why do people turn to technology?
The technology is appealing because it’s easy to use and offers some sort of reward. The main reward is the immediate relief from boredom, stress and other psychological concerns. ).
Many individuals find that excessive and problematic technology use is a form of self-regulation which can be harmful. It’s unhelpful, because it has a variety of negative effects that are widespread in the long-term. For some, the use of problematic technology can be compared to an addiction, because it offers a temporary relief and a ‘dopamine rush’ but at a high personal cost.
In particular, excessive gaming and social media usage by young professionals can lead to problems. In recent years, as both a CBT practitioner and an academic researcher, I’ve worked with young professionals who faced the dire consequences from excessive social media usage (e.g. the ‘dependency” in monitoring likes, cyberbullying and social anxiety, as well as low mood and a decline of self-esteem) and gaming.
I have also noticed that technology is increasingly being used as a portal for other problematic behaviors, which are on the rise. This includes gambling and online pornography.
What are the warning signs of a problematic use of technology?
The key indicator that a person may be having a problem with technology is if their productivity has dropped. Other signs are sudden mood swings indicating depression or anxiety, decreased focus and concentration on tasks, reduced quality of work and social isolation. Eye strain, shoulder and neck pain, and sleep disorders may indicate excessive use of technology.
How can you support your employees?
Company culture
Instilling a culture in the workplace where employees feel empowered to speak up about their health is essential. You have an obligation as an employer to care for the health and wellbeing of your staff at work. It should be a top-down initiative and an organization’s hallmark.
As a fundamental, I strongly recommend that emails and other technology be stopped at 7pm in both the workplace and home. With a full-screen break, all devices should be turned off. The only screen that is ‘acceptable,’ as it does not emit blue light and isn’t interactive, would be the television. This break from technology will help reset our brains. This is a time to turn off the technology and all its distractions. There are a number of non-technology based activities that can give powerful ‘dopamine hit’ without cost.
Open communication
You can use internal methods of communication such as tea and talks and 121s. But you can also consider external channels such as therapists and counsellors who an individual could speak to, if they do not want to talk to someone at work or need to dig deeper into a matter with the help of a specialist. Asking employees for their support preferences will also ensure that they get what they want.
Monitor employee mental health
Understanding and monitoring employees’ mental health is one of the best things you can do. It can be done through a number of methods, such as anonymous surveys to gauge employee sentiment, reviews by line managers of performance data in order to identify any patterns or trends that could indicate a significant change in behaviour, educational sessions and information about support options.
Train line managers
Start by putting in place a policy to help you tackle problematic technology usage. This will ensure that everyone is aware of the support available, whether it’s through employee assistance programmes or clinical mental health support. Be sure to let your employees know where and how they can get help. Individuals should seek out this support as soon as possible, before they face a serious ‘clinical problem’.
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