Health and Fitness Tracking Goes Mainstream

Since September, Jeanette Cajide has armed herself with an Elite heart-rate variability monitor. And a temperature-controlled mattress pad. And a Levels continuous glucose monitor. And an Oura Ring that also measures heart-rate variability along with resting heart rate, respiratory rate and temperature. “Yeah, I’m a little crazy on the devices,” says Ms. Cajide, director of strategy and operations at consulting firm Clareo.

She’s got good reason. After returning to competitive figure skating four years ago, she won a national championship. Then last September, she broke her leg while landing an Axel jump. Ms. Cajide, who is 44 years old, competes again in eight weeks—against many skaters half her age.

She is trying to override nearly two decades as a “sedentary adult,” working in tech and investment banking. “I’m trying to make up for lost time. It’s me against time,” she says. “The sensors and data allow me to optimize for getting the most mileage out of my body.”

There is no escaping the Quantified Self movement. Measuring biomarkers used to be the preoccupation of extreme athletes and extreme geeks. No more.

“I think the attitude is shifting. The seriousness of the pandemic has made people realize that gosh, isn’t it a good idea to have a sensor,” says Michael Snyder, chairman of the department of genetics at Stanford University’s School of Medicine, whose research, among other studies, indicates data from smart watches—alterations in heart rate, steps and sleep—can be used to detect Covid-19 as early as nine days before symptoms.

Until relatively recently, health-minded people were excited to track their steps and heart rate. Now they can perform their own urine and blood tests, conduct body-fat scans and monitor their emotions. Soon they may be able to monitor their rate of aging to take steps to slow it down. Rings, watches, patches and apps that monitor biomarkers have taken off, buoyed by a pandemic that alerted everyone to “underlying conditions” they might not be aware of.

Fitness and tech companies, already adroit marketers, jumped on the opportunity, intriguing people like Ms. Cajide. They “have created this persona of somebody who’s striving and they’ve done a really good job of it,” says Joe Vennare, co-founder of Fitt Insider, which produces a newsletter and podcast and invests in health, wellness and fitness. Fitness-tech startups raised $2.3 billion in 2020, 30% more than the year before, according to market-intelligence firm CB Insights.

People who track their data are constantly sharing online. One recently tweeted a graph comparing her heart rate: “me walking alone, hauling it: 140 bpm vs. me walking normal with my friend: <110 bpm.” Another boasted that since he began wearing a sleep-tracking device, he has averaged 8.25 hours of uninterrupted sleep a night. Another tweeted eight separate graphs of jagged green and blue lines with an ominous question: “Anyone have heart rate or respiratory rate peaks in the night that is DOUBLE their normal value? I don’t know if this is a medical problem or just the measuring device.”

Self-trackers often fixate on factors that might influence their performance. “It’s interesting to look at these things and learn about yourself. They can help you understand things you couldn’t unearth on your own,” says Chris Bailey, co-founder and chief technology officer of startup NatureQuant and an endurance mountain biker. He’s currently testing the Apollo Neuro, which isn’t a tracker, but is considered another bio-hacking device designed to increase heart-rate variability and optimize performance. Worn on the wrist or ankle, it is designed to reduce stress and recalibrate the nervous system using varying-frequency vibrations that can be programmed to make you more alert in boring meetings, focus better during cognitive or athletic activities and recover more quickly after physical exertion. Mr. Bailey’s early verdict: “It’s a little hard to tell. It helps with focus a little bit, maybe, but it’s certainly not something that 2Xes your performance.”

Individuals react differently to caffeine, pasta, late nights—almost everything. Last year, Whoop added a journal to its sleep-tracking app. In the journal, users can log more than 70 behaviors to see how, over time, they might affect sleep and performance. Activities include taking medication like Advil, drinking wine, reading before bed and having sex. In a podcast introducing the change, Whoop executives said users had frequently requested the sex-tracking feature. For some, sex can raise core body temperature which is counterproductive to sleep, the company explained, so you might want to take that into account the night before a big event.

As for alcohol: Not a good idea, according to Whoop. While many people think alcohol helps them sleep better, it disrupts the repair and recovery that is supposed to happen during slumber. It interferes with physically restorative slow-wave sleep and it “crushes” your mentally restorative REM sleep, Emily Capodilupo, now Whoop’s vice president data science and research, explained in a company podcast. It messes with your heart rate, suppresses recovery and increases the chance of injury.

When Ms. Cajide, the figure skater, heard about sleep tracking, she thought it was silly. “I don’t care what happens at night,’” she recalls thinking. Then she learned the significance of heart-rate variability—not heart rate, which is beats per minute—but the variance in the length of time between heart beats. HRV is a key indicator of how fit, recovered and ready you are to perform, and can be greatly affected by the quality of your sleep. “I went down the rabbit hole,” she says.

Now she wears a continuous glucose monitor—a patch attached to the underside of her arm. Its data displays on her phone, telling her what foods are spiking her glucose and how efficiently she is managing her energy. She programs the temperature of her mattress pad to gradually fall to 62 degrees in the middle of the night, to bring down core body temperature and thus positively influence her heart rate and HRV. So far it has gotten those metrics to their “best points mid-sleep ever,” she says.

She uses her Fitbit as an alarm clock because its vibration doesn’t spike her heart rate and scramble her metrics. Then she checks the data from her Oura Ring and compares it to that of her Elite HRV, “to make sure they’re giving me the same information.”

The information tells her how hard to train—whether she will attempt an Axel, the jump that resulted in her broken leg last fall. Her current program includes two. “On a good recovery day, I’m more comfortable taking risks,” she says. That is crucial because she has only recently recovered but competes again in just eight weeks.

Dr. Snyder at Stanford understands the obsessiveness. He wears four smart watches, two on each wrist, to figure out what variables are the best to measure and “also sometimes one will run out of batteries.” He believes Ms. Cajide’s kind of self-tracking is critical to the future of healthcare, saying, “If people really care about their own health, they are going to have to take charge.”

What’s more important than being a good employee right now? Looking like a good employee in the eyes of AI productivity trackers that more managers are using to evaluate their teams.

Employee-monitoring systems are especially popular at tech companies and are also used by other white-collar firms that want to probe how people spend company time. The scary thing: You might not even know you’re being watched because many states don’t require disclosure.

Metrics can include performance data that is undoubtedly relevant, such as sales results. But it also can employ dubious proxies like keyboard strokes and how often your computer screen goes into sleep mode.

We generally accepted, or at least understood, heightened surveillance during the work-from-home era. Back then it seemed reasonable for bosses to keep tabs on employees they couldn’t see.

Yet the oversight has only escalated, and tensions are rising, too.

A group of former Meta Platforms employees alleges in a lawsuit that the company used a “constellation of internal artificial-intelligence systems” when it began laying off about 10% of its workforce in May. Meta says humans make termination calls.

However that case shakes out, a couple of things are clear. Companies eager to gauge which employees are locked in now have sophisticated AI monitoring systems at their disposal. And they believe they have leverage in a tepid labor market.

So while we may chafe at having our worth reduced to numbers on the boss’s productivity dashboard, we have to play the game as it’s being played. Here are some tips, based on conversations with people who make employee monitoring systems—and others who game the systems.

Be meticulous about your calendar

Calendar integration is one way that productivity trackers have gotten more advanced and, ostensibly, fairer.

Let’s say you make an old-fashioned phone call or attend an in-person meeting. Your Outlook or Slack status may switch to “away,” making you appear as inactive as if you were taking an extended coffee break.

Employee monitors like one made by a company called Insightful cross-check your online status with your calendar to see whether there is a valid reason for your apparent inactivity. If that call or meeting is on your schedule, then the system will recognize that you are busy offline. If nothing is on the books, it could look like you’re slacking off.

Hit the activity sweet spot, around 80%

Let’s not go any further without addressing the underlying question: How much downtime is permissible during the workday? After all, people have been scared to let managers see anything non-work-related on their screens since personal computers first arrived in offices.

No one knows this better than Roger Wagner, who is widely credited with creating the first “boss button” in the early 1980s. He designed a keyboard shortcut to instantly display a spreadsheet if the boss walked by your cubicle while you were playing a computer game. Boss buttons have been features of countless diversions since. (I confess to using one built into a March Madness streaming app.)

Wagner, the founder of computer-education company 1010 Technologies, says his original design was a joke—more of a commentary on overbearing managers than a cover for lazy employees. Good bosses understand workers need mental breaks throughout the day, he says.

This matches what I heard from Insightful Chief Executive Ivan Petrovic. He says customers that use his company’s workforce-management platform don’t expect employees to stay on task 100% of the time.

“On average companies are aiming for 60% to 80% of your time being utilized for work during the day,” he says.

Go ahead and exhale. It’s probably OK to watch an occasional YouTube video at your desk.

And if you’re going to artificially inflate your activity level, be careful. Hitting 90% could look suspicious.

Get physical

So don’t leave your mouse jiggler on all day. Choose the right one if you must resort to shenanigans.

There are lots of software applications that mimic the movements of a computer mouse, so you can appear to be working while away from your desk. There are also devices that plug into computer ports and do the same thing.

Corporate cybersecurity systems increasingly block these apps and devices, and productivity trackers claim to be able to detect them. But some workers swear by mouse docks, like one made by Tech8 USA, that keep cursors moving. The company originally made mouse-moving software but now focuses on physical jigglers.

“People are drawn to mechanical solutions because they’re so simple and don’t require software,” says Tech8 Marketing Director Sam Matthews. “As monitoring technology becomes more sophisticated, that distinction has become even more relevant.”

Use AI, but not too much

Another popular metric for employee-monitoring systems is AI usage. Companies want to know who is embracing new tools, and it can be tempting to think more is better.

“There’s a performative aspect where employees overblow their usage of AI so that they appear relevant in the organization,” says Andrea Derler, principal researcher at Visier, which helps companies track and analyze employee work habits.

In a recent Visier survey of 1,000 U.S. workers, 48% admitted to exaggerating their AI usage.

This is already an outdated strategy. Using AI for everything used to score points for experimentation. Now it can seem wasteful because many companies are watching AI token spending more carefully.

Look, productivity theater has always been part of work. Most of us aren’t trying to cheat the system, but expectations are changing so quickly that we need to be savvy about what the latest employee trackers are looking for.

Sometimes it takes a little gamesmanship to get full credit for our contributions.

Health and Fitness Tracking Goes Mainstream

Self-tracking has moved beyond professional athletes and data geeks.

As AI productivity trackers reshape workplace evaluations, employees are learning how to manage calendars, activity levels and AI usage to ensure their contributions are recognized.

Be meticulous about your calendar

Hit the activity sweet spot, around 80%

Get physical

Use AI, but not too much