Imagine this: A manager walks into the office, and suddenly, everyone looks busier. Emails are typed faster, meetings sound more productive, and even the office coffee machine seems to work overtime. But as soon as the manager leaves, things go back to normal.
Welcome to The Hawthorne Effect, a psychological phenomenon suggesting that people change their behavior simply because they are being observed (Cunha, 2025). But what does this mean for performance management, employee motivation, and workplace culture?
What is the Hawthorne Effect?
The Hawthorne Effect was first discovered in the 1920s and 1930s during a study at the Western Electric Hawthorne Works in Chicago. Researchers were trying to determine whether changes in lighting affected worker productivity. Surprisingly, regardless of whether the lights were brightened or dimmed, productivity increased simply because the workers knew they were being watched (Kenton, 2024).
The Hawthorne Works at Western Electric (Lumen Learning, 2025)
Since then, the concept has been widely applied in management, psychology, and workplace studies, showing that people tend to modify their behavior when they feel observed.
How Does the Hawthorne Effect Impact Performance Management?
Temporary Boost in Productivity
One of the biggest takeaways from the Hawthorne Effect is that observation can lead to a short-term increase in effort and focus. However, if employees are only motivated by being watched, this effect can quickly wear off once the “supervisor spotlight” is gone (Steele, 2025).
Micromanagement vs. Meaningful Engagement
There’s a fine line between healthy observation and micromanagement. While occasional monitoring can boost performance, excessive surveillance such as time-tracking software and constant reporting can lead to stress, anxiety, and even a drop in productivity (Steele, 2025).
Employee Trust and Autonomy
If employees feel like they’re only valued when they’re being observed, it can create a culture of distrust. The best leaders focus on building genuine engagement rather than relying on constant supervision to drive performance (Steele, 2025).
The Role of Recognition
The Hawthorne Effect suggests that people crave acknowledgment. If observation alone improves performance, imagine what consistent feedback and appreciation could do! Employees who feel seen and valued, not just watched, tend to stay more motivated in the long run (Steele, 2025).
How Can Companies Use the Hawthorne Effect to Their Advantage?
Instead of relying on surveillance, businesses can harness the positive aspects of the Hawthorne Effect through smart performance management strategies:
- Encourage Visibility Without Micromanagement – Regular check-ins and open communication help employees feel supported rather than scrutinized (Staffing, 2024).
- Recognize and Reward Effort – If observation boosts performance, structured recognition programs can sustain it. In fact, a survey by Nectar HR found that 83.6% of employees feel that recognition impacts their motivation to succeed at work (Cross, 2025). Celebrate small wins and acknowledge hard work.
- Foster a Culture of Purpose – Employees perform better when they believe their work matters. A strong company mission and meaningful projects can create long-term motivation beyond just being observed (Brown, 2025).
- Promote Self-Motivation – Giving employees autonomy and trusting them to take ownership of their tasks ensures that performance improvements last, with or without supervision (Brown, 2025).
https://youtu.be/XfR0omA2Xyg
The Sri Lankan Context: Navigating the Hawthorne Effect in Sri Lankan Workplaces
In Sri Lanka, the Hawthorne Effect plays a significant role in the workplace, especially with the country’s evolving corporate culture. Traditionally, Sri Lankan workplaces have emphasized hierarchy and close supervision, where employees often perform best when directly observed (Jayasooriya, 2024). However, as modern management practices emphasize employee autonomy, recognition, and trust, the role of observation is shifting.
The Impact of Cultural Norms
Sri Lankan work culture has historically relied on a top-down approach, where employees show more productivity when being observed, particularly in industries like manufacturing and retail. However, as remote work becomes more common in IT and service sectors, traditional observation methods are being challenged, raising questions about how to sustain motivation in more autonomous settings (Jayasooriya, 2024).
Balancing Supervision and Engagement
Many Sri Lankan organizations still struggle to balance supervision with employee empowerment. While the Hawthorne Effect may boost productivity in the short term, excessive monitoring can lead to burnout. Managers should focus on building trust with employees through feedback, career development, and a shared sense of purpose (Jayasooriya, 2024).
Using Technology to Enhance the Hawthorne Effect
With the rise of digital tools in Sri Lanka, businesses are finding ways to maintain productivity while avoiding micromanagement. Project management software and virtual check-ins can help maintain visibility, ensuring that the Hawthorne Effect enhances motivation without sacrificing well-being (Jayasooriya, 2024). Balancing traditional cultural expectations with modern performance management is key to fostering a motivated and engaged workforce.
The Hawthorne Effect proves that human psychology plays a huge role in workplace productivity. While short-term boosts in performance may result from observation, true motivation comes from recognition, trust, and purpose. Instead of watching employees like hawks, companies should focus on creating a workplace where employees feel valued even when no one is looking.
Have you ever worked harder just because you were being watched? Share your experiences in the comments below!
References
Brown, L., 2025. The Hawthorne Effect: How It Impacts Leadership. [Online]
Available at: https://lauriebrown.com/blog/the-hawthorne-effect-how-it-impacts-leadership/
[Accessed 15 March 2025].
Cross, A., 2025. 26 Employee Recognition Statistics You Need To Know In 2025. [Online]
Available at: https://nectarhr.com/blog/employee-recognition-statistics
[Accessed 15 March 2025].
Cunha, R., 2025. The Hawthorne Effect: Do Employees Work Better When They Are Being Watched?. [Online]
Available at: https://www.linkedin.com/pulse/hawthorne-effect-do-employees-work-better-when-being-watched-cunha-dzczf/
[Accessed 15 March 2025].
Kenton, W., 2024. Hawthorne Effect Definition: How It Works and Is It Real. [Online]
Available at: https://www.investopedia.com/terms/h/hawthorne-effect.asp
[Accessed 15 March 2025].
Staffing, C., 2024. The Benefits of Routinely Checking In on Your Employees. [Online]
Available at: https://www.cornerstonestaffing.com/2024/02/14/the-benefits-of-routinely-checking-in-on-your-employees/
[Accessed 15 March 2025].
Steele, A., 2025. The Hawthorne Effect. [Online]
Available at: https://thedecisionlab.com/reference-guide/psychology/the-hawthorne-effect
[Accessed 15 March 2025].
Sujith P. Jayasooriya, C., 2024. Cultivating a Happily Working Culture in Sri Lanka: A Blueprint for Employee Well-Being and Productivity. [Online]
Available at: https://www.linkedin.com/pulse/cultivating-happily-working-culture-sri-lanka-sujith-p–pkpac/
[Accessed 15 March 2025].
This is an intriguing perspective!
Under the Hawthorne effect, people tend to increase their performance when they become aware of observation. Workers tend to perform better when representatives of management oversee their activities in numerous workplace environments.Additionally, stress develops when supervisors act excessively intrusive The essential factor here is achieving a proper balance.
Good exploration of the Hawthorne Effect! While observation can temporarily boost productivity, true motivation comes from trust, autonomy, and meaningful engagement. Leaders should focus on fostering a culture of recognition rather than relying on constant supervision. When employees feel genuinely valued rather than just monitored, their performance improves sustainably. Great insights on balancing observation with employee well being.
Insightful article.supervision on employees to be done in a systematic approach.It should ensure to create enhanced morale in employees that they are monitored and feel valued by the management.But frequent repeated,and untimely observation and behavior of micromanagement leads to stressful working culture and discontinue confidence on management.
You’ve thoroughly explained the psychological phenomenon of the Hawthorne Effect in your blog post. From my perspective, by applying the Hawthorne Effect, managers can enhance employee performance through active engagement and by making them feel valued. I appreciate the detailed insights on this topic and look forward to more content like this!”
Even though Hawthorne effects has many benefits such as increased productivity , engagement and improved communication. Some times it may cause
Employees may only change their behavior temporarily when they know they are being observed, leading to a lack of sustainable improvements in performance. It may lead to pressure and anxiety as well
Great insight. This approach definitely enhances productivity by fostering employee engagement and satisfaction.
What an insightful bomb of the Hawthorne Effect and its implications for workplace productivity. With modern applications like remote work monitoring tools, would make the analysis more relevant to today’s work environment. HRM plays a crucial role in balancing observation with employee well-being. HR should ensure that monitoring practices are perceived as supportive rather than intrusive. I strongly agree with your last statement that true motivation comes from recognition, trust, and purpose.
The article provides a compelling analysis of the Hawthorne Effect and its impact on workplace productivity. It effectively highlights the balance between observation, motivation, and employee engagement. The discussion on Sri Lanka’s workplace culture adds valuable local context, making it more relatable. A stronger emphasis on long-term strategies for sustaining productivity beyond supervision could further enhance the insights. Overall, a well-structured and thought-provoking piece!
Great explanation of the Hawthorne Effect! It really highlights the importance of balance in management. While observation can boost productivity in the short term, it’s crucial to build a culture of trust and recognition for sustained motivation. Fostering autonomy and giving employees a sense of purpose seem like key strategies to ensure long-term success.
This is an insightful and balanced analysis of the Hawthorne Effect in Sri Lankan workplaces! The discussion on balancing traditional supervision with modern autonomy is particularly relevant as businesses adapt to dynamic working cultures in the modern world. Interesting to see how sri lankan companies are looking in to it in their business prespectives
Employee observing is a part of the immidiate supervisor job.when observe them the output is gone up.during the obseeving,the immidiate boss need to identify the employee gap and need to improve that gap.then the employee competency can be impeoved.then the prosuctivity can be improved.
The Hawthorne Effect is a powerful reminder of how observation can impact productivity, but balancing it with trust and autonomy is key for long-term motivation. As workplaces in Sri Lanka evolve, using technology to maintain engagement without micromanaging can help create a healthier and more productive environment.
The Hawthorne Effect reminds us that employees tend to work harder when they feel observed, but true motivation comes from trust, recognition, and purpose in the workplace.
Your article provides a clear and insightful overview of the Hawthorne Effect, effectively illustrating how employees’ awareness of being observed can influence their productivity. The inclusion of practical examples enhances the reader’s understanding of this psychological phenomenon and its implications in the workplace.