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Many companies monitor employee behavior in order to boost productivity, and this practice has become increasingly prevalent during the pandemic. However, greater oversight can be interpreted by employees as a signal of distrust and potentially have unintended negative consequences. Recent experimental research shows that employees do in fact penalize actions that they view as expressions of distrust and, conversely, reward actions that they view as expressions of trust. The benefits of trusting extend beyond the dyad itself (i.e., the manager who trusts and the employee who is trusted), since trust relationships have a transitive logic and spread organically through organizations.

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