AI Surveillance vs. Autonomy: Building Trust at Work

Artificial intelligence (AI) is growing at home and in the workplace, transforming how organizations monitor and measure employee performance. While AI has undeniable potential, particularly when used for developmental purposes, it also poses significant challenges, especially when it undermines one of the core human needs outlined in David Rock’s SCARF Model: autonomy.

The SCARF Model highlights five key domains that influence human social experience in the workplace: Status, Certainty, Autonomy, Relatedness, and Fairness. When any of these elements are threatened, employees experience heightened stress and may enter a "fight or flight" state. AI surveillance tools, which often monitor keystrokes, online activity, or time spent on tasks, can severely threaten employees’ sense of autonomy, leading to increased anxiety, decreased productivity, and higher turnover rates.

The Problem with AI Surveillance

Recent research from Cornell University underscores the negative effects of AI surveillance:

• Workers perceive a loss of autonomy when AI tools are used to monitor them.
• This perception triggers resistance behaviors, such as complaining, reduced performance, and even intentions to quit. (Fighting or taking Flight to a new company)
• Instead of boosting productivity, invasive AI surveillance often drives employees to engage in counterproductive activities like “mouse jiggling” or other superficial performance work.

These behaviors are not just a response to being monitored; they are a stress reaction caused by the perceived threat to autonomy, as outlined in the SCARF Model.

Why Autonomy Matters

Autonomy is the ability to feel in control of one’s actions and decisions and is a fundamental human need. When employees feel monitored without context or control, their autonomy is undermined. This can activate the brain's threat response, leading to:

• Increased stress and anxiety.
• Reduced trust in leadership and the organization.
• A disengaged and less productive workforce.

Conversely, workplaces that foster autonomy report higher levels of trust, engagement, and productivity. The Institute for Corporate Productivity (i4cp) found that trust in leadership is the single most impactful factor in creating high-performing teams. AI surveillance, when misapplied, risks eroding this trust.

Reframing AI as a Developmental Tool

The Cornell study also found that employees respond more positively to AI when it is used to provide developmental feedback rather than evaluate performance. When AI tools are framed as mechanisms for growth, they can:

• Enhance coaching by offering actionable insights (e.g., post-meeting feedback or productivity tips).
• Empower employees to take charge of their own improvement, akin to using a fitness tracker for personal health.
• Build trust by ensuring transparency around how data is collected and used.

In this way, AI tools align with the SCARF Model’s principle of autonomy, providing employees with a sense of control over their development.

Best Practices for HR and Business Leaders

If your organization is considering AI tools, here are actionable steps to ensure they enhance, rather than hinder, employee autonomy and trust:

1. Communicate Clearly - Be transparent about what data is being collected and why. Emphasize how the data will be used to support employee development rather than as a punitive measure.
2. Frame AI as a Developmental Aid - Highlight the growth opportunities AI provides. For example, AI can offer feedback on performance trends without singling out individual behavior.
3. Implement Ethical Data Governance - Ensure employee data is aggregated and anonymized where possible. Strong policies around data ethics and privacy can reassure employees and build trust.
4. Empower Employees with Control - Give employees access to their own data and allow them to decide how to act on it. This reinforces their autonomy and positions AI as a tool for self-improvement.
5. Focus on Building Trust - Remember that high-trust environments are more productive. Avoid using surveillance tools that could erode trust and focus instead on initiatives that foster collaboration and support.

A Better Way Forward

AI surveillance doesn’t have to threaten autonomy. When implemented thoughtfully, with a focus on development and transparency, AI tools can support growth, reduce stress, and even boost productivity. HR and business leaders have a unique opportunity to harness AI in ways that align with the SCARF Model—reinforcing autonomy and ensuring employees feel empowered, not monitored.

By prioritizing autonomy and trust, organizations can avoid the pitfalls of AI surveillance and create a workplace where both employees and leaders thrive. If you want more information on how leaders can build trust, reduce stress and promote employee growth, contact Life Force Wellness LLC by emailing [email protected] or visiting www.lifeforcewellness.com.