Language evolves to reflect society. The words we officially adopt into dictionaries are often a signpost of broader cultural shifts. So it’s no surprise that the Cambridge Dictionary has just added ‘mouse jiggler’- a term that captures the challenges and tensions in today’s world of hybrid and remote work.
According to the Cambridge Dictionary, a mouse jiggler is:
“a device or piece of software used to make it seem as though a computer mouse is moving so that it seems as though you are working when you are not”
A bit of tech mischief, perhaps – but also a striking symptom of one of the most significant changes to working life in decades.
From pandemic necessity to permanent change
The rise of remote work post-COVID-19 is arguably the most radical shift in working patterns since the advent of email. Many employees now value flexibility as much as pay. But this flexibility comes with a trade-off – reduced visibility.
In the traditional office, presence could signal productivity (however imperfectly). Now, HR and managers are left wondering: how do you measure effort and output when no one can see it? Enter the mouse jiggler – an attempt by employees to appear active in digital monitoring systems even when they are not. The concept of ‘mouse jiggling’ first came to the public’s attention back in 2024 when US bank Wells Fargo dismissed several employees after claims were made that the employees were simulating keyboard activity to trick their employer into thinking they were actively working.
Of course, the real issue isn’t the jiggler itself. It’s the breakdown in trust and accountability that it represents.
How best to deal with the risk posed by Mouse Jigglers?
The answer isn’t to micromanage every click – but to manage differently, and better.
- Set clear, measurable performance targets
The most effective deterrent to idle time is clarity. If employees know they’re being measured against outcomes, not activity, the temptation to simulate presence fades. Transparent KPIs and regular check-ins create focus and drive.
- Implement robust homeworking policies
A well-drafted remote working policy should make clear:
- Homeworking is a privilege, not an entitlement.
- The business reserves the right to review or revoke it if abused.
- Expectations around availability, responsiveness, and performance still apply.
Embedding these principles helps shift the culture from presenteeism to professionalism.
- Consider (cautiously) the role of surveillance
Technology is now available to monitor employee productivity remotely. As fast as the ‘mouse jigglers’ are being developed, tech businesses are developing tools to counteract them. Tools like Hubstaff, Clockify and Time Doctor track employee hours and activity, often with features like screenshots, website usage monitoring, and productivity analysis.
But caution is key: excessive surveillance may fall foul of data protection rules and may erode trust. If employers are seeking to track performance or productivity, monitoring can in fact have the opposite effect. Monitoring gives the impression of a lack of trust and confidence in staff and can make employees less engaged.
Employers intending to monitor their employees must ensure that the purpose for processing their employees’ data in this way is clear and justified, that the monitoring is proportionate, and that there are no other less intrusive methods of achieving the intended objective.
Employers should have clear policies in place that inform employees about the extent and nature of monitoring. Review your monitoring and communications policy, data protection policy and privacy notice to assess whether monitoring of remote activity is already covered. Consider amendments to clearly set out the scope and purpose of any remote monitoring. Seek employee consent if necessary before installing monitoring software on any work devices.
- Invest in effective remote management training
Remote leadership is a skillset in its own right. Managers need to be trained in:
- Setting objectives remotely
- Maintaining engagement and morale at a distance
- Having difficult conversations via Zoom or Teams
- Spotting the signs of underperformance without over-policing
Empowered managers are the frontline defence against disengagement – mouse jiggler or not.
‘Mouse jiggler’ is more than just a quirky new word – it shines a spotlight on the evolving challenges posed by modern working practices.