Written By Cari Borden

“People don’t change because they’re told to, they change because they feel seen.”

The Hawthorne Effect Explained

The Hawthorne Effect originated in the 1920s at the Western Electric Hawthorne Works factory. Researchers wanted to see how lighting affected productivity, but discovered something bigger:
Productivity increased not because of the lighting, but because workers knew they were being observed.

When people feel seen, they often try harder. It’s human nature.
But when that spotlight lingers too long, it can burn.

---

The Pros: Visibility That Inspires

1. Increased Engagement:
   When frontline employees know their work is being noticed, they often bring their best selves forward. Recognition, even silent recognition, can boost morale.
2. Short-Term Productivity Gains:
   Temporary boosts in observation (like audits or quality checks) can motivate sharper performance.
3. Opportunities for Coaching:
   Observation periods can help leaders identify strengths and skill gaps, opening doors for supportive coaching conversations.
4. Creates Accountability:
   Awareness that actions are visible can strengthen compliance and professionalism in customer-facing roles.

---

The Cons: Surveillance Fatigue

1. Stress and Burnout:
   Continuous observation can make employees feel micromanaged or distrusted, especially if leaders fail to communicate why the observation is happening.
2. Inauthentic Performance:
   Employees may “perform” rather than truly engage, showing polished behavior for the camera while morale quietly crumbles behind the scenes.
3. Erosion of Psychological Safety:
   Over-monitoring signals a lack of trust. Frontline workers who feel watched may withhold ideas or feedback to avoid judgment.
4. Temporary Wins, Long-Term Losses:
   Once observation ends, performance often returns to baseline. True motivation must come from purpose, not pressure.

---

How Leaders Can Balance It

✅ Communicate transparency:
Tell employees why you’re observing and how the feedback will be used to help, not harm them.

✅ Shift from surveillance to support:
Instead of “checking in,” focus on “checking on.” Ask how they’re doing, not just what they’re doing.

✅ Recognize openly, not silently:
If you see something great, say it. Recognition transforms observation into validation.

✅ Use it through the SMART Coaching Framework:
Blend your observation strategy with SMART coaching—keeping conversations Specific, Measurable, Achievable, Relevant, and Time-bound.
When employees understand exactly what success looks like, observation turns into alignment, not anxiety.

---

Lead Boldly Takeaway

The Hawthorne Effect teaches us that people thrive when they feel seen.
But they stay loyal when they feel trusted.

Leaders who understand this balance turn “observation” into “empowerment.”
Because the real goal isn’t to make people perform, it’s to help them believe their performance matters.