Introduction: When Technology Crosses the Line of Trust

Recently, a large financial institution drew national attention after dismissing approximately 1,000 employees, mostly working in remote or hybrid arrangements.

The main reason disclosed: low productivity and “cultural adherence,” largely measured through digital activity monitoring software.

The reaction was immediate: unions, human resources specialists, lawyers, and executives from other companies began to question.
Is it fair for a program to determine whether someone stays or leaves the company? To what extent do metrics like clicks, open tabs, and screen time reflect actual productivity?

This article goes far beyond an isolated incident. It is a warning for all companies that already use or plan to use monitoring software.
Here you will understand:

• What happened in this emblematic case.
• The risks of using data without context.
• The 3 biggest mistakes your company should avoid.
• How to implement monitoring software in a fair, transparent, and strategic way.
• And how solutions like Monitoo stand out, delivering benefits without destroying trust between the company and employees.

Chapter 1 – What Really Happened

The Numbers Behind the News

• More than 1,000 dismissals in a short time.
• Most employees worked in home office or hybrid arrangements.
• Criterion: low digital activity recorded over consecutive months.
• Emblematic cases: employees reported overtime, but only had 20% of digital activity recorded by the system.

The Official Justification

The institution claimed the measure was related to performance and cultural adherence. In other words, those who did not demonstrate adequate digital engagement and did not align with the cultural model were dismissed.

The Repercussion

• Unions warned about unfair practices.
• HR specialists highlighted the risks of reducing people to digital metrics.
• The public opinion perceived dehumanization and fear as the main consequences.

Chapter 2 – The Risk of Using Data Without Context

The Problem Is Not the Tool, but the Use

Monitoring software is not inherently a villain. The mistake lies in interpreting raw data as absolute truths, without considering the human context or the nature of activities.

Examples of Common Distortions

• An analyst who spends 70% of their time in meetings or calls appears unproductive in the system.
• An employee who opens dozens of tabs and generates constant clicks may appear active, but without delivering concrete results.
• Lack of qualitative analysis generates fear, demotivation, and loss of trust.

Effect on Organizational Climate

• Employees feel unjustly monitored.
• Rumors, insecurity, and even voluntary resignations arise.
• The company's reputation is affected both in the market and in employer branding.

Chapter 3 – The 3 Mistakes Your Company Should Avoid

1. Using Click Telemetry Alone as a Performance Criterion

Productivity is not just time logged in or number of digital interactions.

2. Not Communicating That Monitoring Exists

Lack of transparency is one of the biggest mistakes. Discovering that you are being monitored without knowing destroys any trust.

3. Not Offering a Plan for Improvement Before Disciplinary Measures

Before punishing, it is necessary to train, provide feedback, and offer support. Without this, the company turns the software into a tool for punishment.

Chapter 4 – How to Use Monitoring Software Fairly and Strategically

Transparency as a Core Pillar

• Clear communication about what is monitored, why, and how.
• Accessible manuals and internal policies reviewed by HR and legal departments.

Balanced Metrics

Combine:

• Digital activity.
• Concrete deliverables (projects, goals).
• Business indicators.

Feedback and Improvement Plan

• Periodic checkpoints.
• Data-driven but humanized feedback.
• Training and follow-up.

Governance and Compliance

• Internal audits.
• Ethics committees.
• Periodic review of metrics.

Chapter 5 – Lessons Your Company Should Learn

• Large companies can be judged by public opinion and affected in the market.
• SMEs risk losing talent and generating labor liabilities.
• Startups may compromise their innovative culture if they adopt punitive monitoring.

Chapter 6 – How Monitoo Stands Out

Philosophy

Monitoo was created with a purpose: to support managers and teams, not punish.

Practical Differentiators

• Clear dashboards showing process bottlenecks without unfairly exposing employees.
• Integration of digital metrics with actual productivity results.
• Transparent and collaborative communication.
• Support for development and continuous improvement plans.

Positive Impact

Companies using Monitoo report:

• Greater clarity on processes.
• Sustainable productivity increases.
• Reduction of internal conflicts.
• Better talent retention.

Chapter 7 – The Future of Monitoring: Ethics, Data, and Trust

• The trend is clear: more companies will use data to manage teams.
• The challenge: balancing technology with ethics, transparency, and trust.
• Those who achieve this will have a competitive advantage; those who do not may face crises like the one described.

Conclusion: The Warning Your Company Cannot Ignore

This episode is a turning point on how companies should or should not use monitoring software.

There are two paths:

1. Use technology as a punitive tool, risking reputation, climate, and legal issues.
2. Use it as an ally for growth, efficiency, and human development.

👉 Monitoo believes in the second path. If you also believe that productivity should go hand in hand with trust, explore our solutions.