Bridging the Productivity Gap: Why Trust, Not Time, Drives Results

Have you ever looked at your team and wondered, “Are they actually being productive — or just busy?”

You’re not alone. A recent Microsoft study found that 87% of employees say they’re productive, but only 12% of leaders agree. That’s a massive disconnect. And it’s not just about productivity — it’s about trust.

So what’s driving this gap? And how can purpose-driven leaders close it?

Let’s dig in.

Our Faulty Assumptions About Productivity

For decades, we’ve equated productivity with visibility. The logic went like this: if you can see someone at their desk from 9 to 5, they must be getting work done. Right?

Not exactly.

Presenteeism — when people show up but aren’t fully functioning due to stress, burnout, or disengagement — costs U.S. employers an estimated $150 billion every year (Castrillon, 2023). And get this: most companies brought employees back to the office thinking it would boost collaboration and productivity. But recent research from i4cp shows those assumptions don’t hold up — in fact, they may hurt performance.

We don’t need more visibility. We need more trust.

So, How Do You Inspire Real Productivity?

Here’s the truth: you can’t demand engagement. You have to inspire it. And that starts by rethinking how we lead.

Here are four strategies that forward-thinking leaders are already using to close the gap:

1. Make The Work Matter

People want to contribute to something bigger than themselves. When employees see how their daily tasks connect to the organization’s mission, they show up differently — with more energy, commitment, and creativity.

Want productivity? Start with purpose. Help your team connect the dots between what they do and why it matters.

2. Set Crystal-Clear Goals

Confusion kills momentum. Your team can’t hit a target they can’t see. Be ridiculously clear about what success looks like.

Brené Brown’s concept of “paint done” is gold here: describe the finished product, not just the steps. When goals are clear, people can self-direct, make smart choices, and stay aligned.

3. Focus on Outcomes, Not Hours

What matters more — how long someone works, or what they actually achieve?

The best leaders manage to outcomes. They hold people accountable to results, not keystrokes. And if someone can deliver excellent work in less than 40 hours? That’s not a red flag — that’s a win.

Trust people to find the rhythm that works for them. Productivity will follow.

4. Built in Autonomy & Flexibility

One size doesn’t fit all. Flexibility isn’t a perk — it’s a strategic tool.

Giving people more control over when, where, and how they work signals that you trust them. And when people feel trusted, they step up. They take ownership. They thrive.

Leading Through Trust, Not Control

Closing the productivity gap isn’t about tracking hours or mandating office days. It’s about shifting mindsets.

When leaders prioritize trust, clarity, and autonomy, they unlock performance — and build healthier cultures in the process. It’s not just about getting more done. It’s about doing better, together.

If you’re a leader who wants to build a culture where people feel valued, motivated, and seen — the kind of culture where real productivity thrives — you’re in the right place. 

Let’s lead the change.

If you'd like to learn more, contact us to learn about how our leader coaching can help you be the leader that builds that culture.