PwC recently introduced measures to track where their UK employees are working, tipping the balance further toward a model of surveillance rather than trust. This decision is symptomatic of a much larger issue that many organizations are grappling with today: a lack of trust in their workforce.
When companies resort to tracking and monitoring as a default, it signals a troubling erosion of trust. As part our Hybrid Manifesto, we at Kadence believe trust is one of four foundational pillars of what a successful hybrid looks like.
But what are the real costs of not trusting your workforce? The implications reach far beyond the immediate discomfort of being monitored. A culture of distrust can corrode engagement, reduce productivity, stifle innovation, and ultimately, harm the very foundation of your business.
The Dangers of Distrust and Monitoring
Trust is essential for any successful organization; it’s the foundation that holds teams together and fosters creativity, belonging, and a shared purpose. When trust is absent, this foundation crumbles, leading to anxiety, reduced job satisfaction, and a stifling of innovation. Employees who feel constantly scrutinized and monitored become disengaged, less productive, and more likely to leave, costing organizations both financially and in lost expertise.
PwC’s move to track employee locations might seem, on the surface, like a logical step in a hybrid working world. After all, with employees spread across various locations, it might appear necessary to have some oversight. But tracking workers’ locations can often be counterproductive. It sends a message that the organization values presence over performance, hours logged over outcomes delivered.
The Myths of Productivity Tracking
There’s a common myth that monitoring equates to productivity. The assumption is simple: if you can see what employees are doing, you can ensure they’re working. But the reality is far more complex.
Data shows that over-monitoring often leads to decreased productivity.
18% report stress and anxiety from being monitored by their employer, while 16% report taking fewer breaks. 39% report that their employer monitoring their online activity has a negative impact on their relationship with their employer and 43% say it negatively affects company morale.
Employees become so focused on appearing busy that they lose sight of meaningful, value-driven work. Creativity, which thrives in environments of freedom and trust, dwindles. The very act of monitoring can distract from the actual work itself.
And then there’s the issue of data overload. In trying to track every move, organizations often collect vast amounts of data that don’t provide actionable insights. This not only drains resources but also creates a culture of surveillance that can be detrimental to mental health and overall well-being.
PwC’s Opportunity to Build a Culture of Trust
So, what’s the alternative? The answer lies in trust. Organizations must shift from a culture of surveillance to a culture of trust. This doesn’t mean a free-for-all where accountability is lost; rather, it means recognizing that employees are adults who are capable of self-management and delivering results.
Start by setting clear expectations. Trust is not about blind faith; it’s about clear, transparent communication and agreed-upon goals. Team Level Agreements can help offer concrete paths for trust to be built. When employees understand what is expected of them and are given the freedom to achieve those goals in their own way, they feel empowered. They feel trusted.
Trust in Practice: Leading by Example
There are numerous companies that have taken the trust-first approach to heart with significant success. Look at organizations that have embraced flexible, hybrid, and asynchronous work models. These companies focus on outcomes rather than hours. They understand that trust is a two-way street and have reaped the benefits in terms of higher employee satisfaction, increased productivity, and improved retention rates.
For example, companies like MOO operate on a foundation of trust, allowing employees to work in the office, at home or in third spaces depending on the task at hand. Their commitment to transparency and autonomy has paid off with a workforce that is engaged, motivated, and highly productive.
How Kadence Supports Hybrid Teams with Better Connection and Visibility
So how can organizations strike the right balance in a hybrid work environment?
At Kadence, we believe that hybrid work can only succeed with trust at its core. Our platform is designed to empower teams by fostering communication, collaboration, and coordination — without resorting to surveillance. Kadence enables teams to connect, share information, and collaborate efficiently, all while respecting the autonomy and privacy of every individual.
Kadence provides a flexible, user-friendly interface that helps teams manage their schedules, locations, and availability without the need for invasive monitoring. It allows managers to see team availability at a glance, plan resources effectively, and ensure that everyone is aligned — all while respecting personal privacy.
In a world where hybrid work is becoming the norm, Kadence offers a solution that balances the need for coordination with the need for trust. By focusing on outcomes rather than hours and presence, Kadence helps teams stay productive, engaged, and motivated, creating a culture of trust that benefits everyone.
Conclusion: Embrace Trust, Reap the Rewards
Trust is not a luxury in today’s workplace — it’s a necessity. By moving away from a culture of surveillance and embracing a trust-first approach, organizations can create environments where employees thrive. This leads to higher engagement, better productivity, and more innovation.
The era of hybrid work offers a unique opportunity to rethink how we build and maintain trust in the workplace. With platforms like Kadence, businesses can ensure they are not just keeping up with the times but leading the way into a future where trust and productivity go hand in hand.
Are you ready to create a culture of trust in your organization? Start with Kadence today.
