But today, workplace experience is about interaction, inclusion, and intention. It’s also about: Clear communication Autonomy over how work gets done Support for mental wellbeing Meaningful connection, not surveillance Unfortunately, some companies have gone the other way. To monitor productivity, they’ve implemented remote surveillance tools such as tracking mouse movements, screenshots, and keystrokes. But this undermines trust and erodes culture…fast. As I often say, if you don’t trust someone to work without surveillance, you shouldn’t have hired them in the first place. Listening, Not Just Mandating One of the most insightful lines in the CIPD report came from Claire McCartney, their
tools to lead distributed teams As McKinsey’s 2025 Future of Work analysis shows, organisations that take a “test and learn” approach to hybrid and remote design, listening, iterating, and measuring impact, see better results in both engagement and productivity. The New Rules of Engagement Remote work doesn’t mean disengaged work. But it does mean you need new systems for connection and performance. Here’s what top-
“There’s a clear mismatch between what some employers are pushing for and what many employees value.” That mismatch leads to disengagement, churn, and employer brand damage. And in a world where top talent talks - online, on LinkedIn, in Glassdoor reviews - your culture isn’t what you say it is. It’s what your employees experience. To close that gap, companies need to: Consult employees when designing work models Focus on outcome- based performance Build flexibility into both role design and career progression Equip managers with
performing remote teams do differently: They document.
As I often say, if you don’t trust someone to work without surveillance, you shouldn’t have hired them in the first place.
policy and practice manager. She said:
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ISSUE 17 GLOBAL PAYROLL MAGAZINE
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