Employees had more faith in their own abilities, with 63% trusting themselves to work productively from home, according to the survey by careers advice site CV Genius, published on Monday (24 February).
Chris Williams, director of people and culture at consultancy firm, Mauve Group, explained that this figure is worrying as it highlights a focus on presenteeism and how long someone appears to be working, rather than measurable productivity.
He told HR magazine: “Trust is central to a successful remote work culture, and HR plays a critical role in strengthening it. This means supporting leaders in performance management, setting clear objectives, and fostering transparency.”
Maximilian Specht, who specialises in workplace trends for HR software provider Personio, added that this data may reveal insights about employee engagement.
Read more: Employee trust has declined since 2022, study finds
He told HR magazine: “A lack of productivity may be synonymous with a lack of purpose, which employers can help alleviate by focusing on engagement.
“Key drivers of engagement, such as a strong corporate culture, clear performance expectations and meaningful work, will always outweigh the benefits of rigid monitoring or strict return-to-office mandates.”
Behavioural and leadership psychologist Lynda Shaw emphasised that trust is complicated, and cannot be built or earned overnight.
Speaking to HR magazine, she said: “If only 56% of employees trust their colleagues to be productive while working remotely, then this may well say something about the employee, their colleagues, or the culture of the employer.
“In my experience working with leaders, it is important to recognise personal circumstances as a deal-breaker. Flexibility may be the difference between them staying in their jobs or leaving to find another organisation that offers flexibility.”
Shaw also added that high performance does not always equate to trustworthiness. She said: “An employee with slightly lower performance but a high level of trustworthiness can often deliver better results for the business over time.”
The survey also highlighted that half (51%) of employees would take a pay cut if it meant they could work remotely.
Molly Johnson-Jones, CEO of careers platform Flexa, explained that HR leaders should foster trust from the top down, setting clear guidelines, no matter where their employees are working.
Read more: How to reply to a flexible working request
She told HR magazine: “HR leaders can also foster trust from the top down by setting clear guidelines around where, when and how employees can work, and giving staff autonomy to choose how they manage their time and tasks within them.
“When employees feel trusted and empowered to manage their own time, they’re more likely to be more engaged and productive, no matter where they work.”
Lorraine Mills, consultant and occupational psychologist at consultancy firm Right Management, said that leaders in an organisation should be leading by example so that employees can understand the expectations the employer has.
Mills told HR magazine: “Leaders should give people exposure to what good looks like in their organisation – not just leading them in their job but things like mentoring, exposing them to other parts of the organisation, mixing things up so they have a real opportunity to engage with the wider purpose and wider culture.”
Mills emphasised the importance of guidance and feedback but without the “big brother is watching you” feeling which can ultimately lead to a low-trust relationship.
