my boss wants me to buy a fitness tracking device

A reader writes:

I hold a leadership role and report to the co-founders of a small company, which has both an office hub and a remote workforce. The co-founders work in the office, and my team and I work remotely.

Lately, a fitness tracking device that also monitors sleep and stress levels became popular in the office. It seems like nearly everyone in the office got one, and they started a global group that compares performance and it became a friendly competition. My boss, one of the co-founders, asked me to buy one so I can be part of the competition. When I refused to pay $240 for something I didn’t intend on buying, they offered to pay for it.

I feel pressured to say yes, but I really don’t want to wear it or share my stress / sleep levels with the team.

This is being brought up every time we talk, and my boss states I should be part of it to encourage the team and set an example.

Neither our company nor my role are related to fitness, health, or mental health. That said, the vibe in the company is very health and fitness conscious, and the employees in the office tend to work out together.

Should I agree to let them buy it and participate or should I stand my ground on this one?

Keep declining.

There are lots of job-appropriate ways for you to encourage the team and set an example: having a good work ethic, being warm and approachable, doing what you say you’re going to do, acting with integrity, mentoring others, being inclusive, offering public praise, taking responsibility for mistakes, and on and on. Buying a fitness tracking device and sharing your stress and sleep levels? Not a necessary component.

In fact, if your boss wants you to “set an example,” why can’t that example be that’s it’s okay to have boundaries and enforce them respectfully? I’d bet there’s at least one person in that office who feels pressured to participate in the fitness tracking and would appreciate someone in leadership reinforcing that it’s okay not to.

Of course, this is all about the principle and not the practicality of actually dealing with a boss who’s pressuring you. Since she’s bringing it up every time you talk and not taking no for an answer, you’re going to need to be pretty direct: “You’ve brought this up a few times, and I really don’t want to use a device like that. I know you’ve mentioned setting an example for the team, but I actually think it’s important that people know they don’t have to participate if they don’t want to, especially since this risks getting into health and privacy issues.”

If she’s confused by what you mean by that, you could say, “At some point we’re going to have an employee with medical issues that will make it rough for them to be pressured to participate in this — if we don’t already, which we might! It’s great that people who want the group bonding element of this can participate if they want to, but when we’re dealing with something health-related, we’re asking for trouble if we don’t make it easy for people to opt out without pressure.”

(Alternately, you can let them buy the tracking device for you and just put it on your dog.)

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