The Ring Doorbell Test: Are you supporting your team  or spying on them?

Confession time, I’ve found a legit way to spy on my kids.  Yes, I know they’re grown-ups, but I still worry about them. Having resisted the temptation to track them via mobile phones, a horrible infringement of their privacy not to mention a lifetime of worry for me, I’ve found an acceptable way of checking they got home safely after a night out. There’s a certain comfort in a Ring doorbell notification. They’re home, the door has closed behind them, and I know they’re safe. But there’s a fine line between using technology for reassurance and checking every movement just because you can.

The same tension exists at work. We live in a work world where managers can track online status, logins, activity, response times and hours at a desk. This may look like proof that people are working. Often, though, all they prove is that people know they are being watched.  Otherwise, why would someone have invented the “mouse jiggler”?! Being visible is not the same as being productive.

This doesn’t have to mean absence of accountability. You can still be clear on expectations, suggest sensible check-ins and support when something goes off track. Monitoring is part of managing, but it should be proportionate, transparent and tied to a genuine need—not used as a substitute for being clear on expectations or having difficult conversations.

When your team feels watched, they tend to do things for effect  to show they’re visible, such as the green status light, the instant reply, the crowded calendar, the obsession with “busy”.  Deep thinking, experimentation, reflection and review are harder to display on a dashboard, yet they are often where the magic happens.

A doorbell camera should tell you your kids are safely home—not keep them under surveillance once they’re through the door. The same goes for your team. Check that people have what they need, agree what good work looks like, then get out of their way.  They know you’re there if they need you.

So, take a long hard look at your management style.  Is there a genuine wish to support your team members, or is it spying dressed up as support?  Trust is a basic foundation of good team working, but if trust between you and them only lasts while the camera is on, it isn’t trust at all.

Want to help your managers build trust while keeping accountability clear?

At Sharpstone Skinner, we help leaders set expectations, have better conversations and give their teams room to do their best work.

Get in touch, and let’s talk about what would make a difference for your team.

To book a call with Helena Sharpstone, visit Contact us - Sharpstone Skinner