By Professor Marcantonio Spada, Chief Clinical Officer, Onebright
Technology is a great enabler in the workplace, but it can also become a significant burden if its use becomes problematic.
Problematic technology use, sometimes termed ‘technology addiction’, refers to excessive and compulsive engagement with technology which is associated with negative consequences in various aspects of an individual’s life, including social, academic and work performance. It also impacts cognitive function and mood.
Examples of problematic technology use include excessive social media use, repetitive and frequent engagement in gaming, compulsive online shopping, pervasive online pornography viewing, ‘doom scrolling’, and keeping poor boundaries relating to engaging with work emails and social platforms (e.g., WhatsApp). Data suggests that up to 3 out of 10 employees engage in problematic technology use.
Why do people reach for technology?
People reach for technology because it is easy to access and engagement with it provides some form of reward. The principal reward is an immediate relief and distraction from stress, boredom and other psychological concerns (i.e., unwanted and upsetting emotional states including anxiety and low mood, loneliness, fear, rejection, etc.).
For many individuals, the excessive and problematic use of technology arises as an unhelpful form of self-regulation. It is unhelpful because in the medium to longer-term it gives rise to a host of negative consequences which are pervasive. In this respect, problematic technology use can become, for some, akin to an ‘addiction’, as it provides a short-term relief and ‘dopamine hit’ at a considerable personal cost, including the formation of a dependency on technology use.
Younger professionals appear to be particularly susceptible to problematic technology use in the form of excessive social media use and gaming. Over recent years, both as a CBT Practitioner and academic researcher, I have worked with many young professionals who were facing the dire consequences of excessive social media use (e.g., the ‘dependency’ in monitoring ‘likes’, cyberbullying, social anxiety, decline of self-esteem, and low mood) and gaming (reduced cognitive function, vision problems, musculoskeletal pain, sleep disturbances and poor diet).
I also observed how technology has increasingly served as a gateway for other forms of problematic behaviours which have been on the increase, particularly gambling and pervasive online pornography viewing.
What are the signs of problematic technology use?
That fall in work productivity is the key sign that an individual may be struggling with problematic technology use. Secondary signs include sudden mood changes indicating anxiety or depression, reduced focus and concentration, delayed task completion, lower quality of work, social isolation, and burnout. Physical health issues including eye strain, neck and shoulder pain, and sleep disturbances may also indicate that the use of technology has become excessive and potentially problematic.
How to support employees?
Company culture
It is paramount to instil a company culture where everyone feels empowered to talk about their health and wellbeing. As an employer, you have an obligation to look after the wellbeing of your employees at work. This should be led from the top down and ‘modelled’ as an organisational hallmark.
As an absolute foundation I recommend a firm 7pm cut-off for emails and technology use in work and personal home life. All devices should be switched off with a full screen break. Television is the only ‘acceptable’ screen as it’s not interactive and a blue light device. This time off technology will allow for a reset of our brains. A proper turning off from the overstimulation and distractions of technology. Needless to say, there are many non-technology centred activities (especially physical and social in nature) which can provide powerful ‘dopamine hits’ with no associated costs: a reminder for all of us that there is a life outside the realm of technology devices.
Open communication
Internal work-based methods for open communication, such as tea and chats and 121s, are great, but you could also look at external channels, such as therapists or counsellors whom an individual can speak to if they don’t want to speak with someone at work, or if they need to delve into matters with the support of a specialist. Also, asking employees what support they would like will ensure they are likely to be offered what they need.
Monitor employee mental health
One of the most valuable courses of action to take is to understand and monitor employees’ mental health. This can be done in a variety of ways, including setting up anonymous surveys for employees to find out how they are feeling, line management reviews of performance data to pick up any trends / patterns that may indicate significant behavioural change, educational sessions, and clear information regarding support available.
Train line managers
When it comes to tackling problematic technology use, start by having a policy in place, so that everyone knows what help is available to them, especially if you can provide support via employee assistance programmes, clinical mental health support and other channels. Make sure your employees know how they can access and use that support. It is best for individuals to access this support early on, before a significant ‘clinical’ problem arises.