According to new research, when people are choosing a place for a big event, they want to feel unique
2 min
When planning a trip, or seeking a venue for a special celebration, prospective travellers often look at social-media photos of people enjoying possible destinations.
Such selfies can actually make the destinations seem less appealing, according to a recently published study . More specifically, if consumers are considering a place for a self-defining experience such as a wedding, proposal or special vacation, they won’t like it if they see other people pictured there.
The reason, researchers say, is that when a human is featured in a website picture or social-media post of a destination, it can give the viewer a sense that the person pictured has or is signalling ownership of the place.
“We want to stand out by being a little different,” says Zoe Y. Lu , an assistant professor of marketing at Tulane University and the lead author of the paper. “If my cousin saw a picture of my husband proposing to me at a particular national park, for example, my cousin would worry that choosing that same spot to propose to his loved one would be perceived as him being a boring person, lacking a sense of self.”
Across six studies, Lu and two colleagues looked at when and why human presence in online photos lowers viewers’ preference for what she calls “experience venues”—that is, destinations that serve not only as physical spaces but as symbolic arenas that provide a way for people to define themselves.
In one experiment, Lu and her team asked 416 online participants to look at images of two hiking trails, labeled A and B, and to imagine they were picking one for their New Year’s Day hike. Participants liked trail A better than trail B when no person was shown. If there was a hiker present in the photo of trail A but not trail B, viewers preferred trail A significantly less than when no human was shown. “Our theory is that the hiker in the image offers kind of a territorial signal,” says Lu. “It says to our self-identity, ‘Someone else has been here, don’t try their hike, try a hike that seems like nobody has done.’ ”
In another experiment, participants were asked to imagine the photos they were being shown were of two potential wedding locations for themselves. Fifty-three percent of participants chose location A if neither picture included another couple tying the knot. But if another couple was shown in a photo of location A, and not in location B, only 27% of the participants chose location A.
By contrast, in another experiment, participants were told to imagine they were planning a wedding for someone else. As planners, they didn’t mind whether or not a couple was shown in the photo. “Wedding planners aren’t seeking self-identity the way their clients are,” Lu says.
Lu says that her research may have some implications for online marketers. “They might encourage previous customers not to post selfies of special experiences if they want new customers to try those experiences at the same location, which seems counterintuitive, I know,” she says.
Hotels and destinations, too, might reconsider including images of clearly visible guests and visitors in their marketing materials. And social-media influencers might want to skip the selfie in paid posts for destinations, so as not to seem territorial. One exception, Lu notes, is when the person in the photo has an identity that is distinct from that of the viewer, such as the owner of the venue, “but you might want to acknowledge that the person shown is the owner,” she says.
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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.
4 min
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.
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.
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.
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.”
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.
