Find the Right Way to
Track Your Time

Co-founder of FranklinCovey Global Speed of Trust Practice and author of the international best-seller The Speed of Trust. He is a keynote speaker and advisor on trust, leadership, ethics, and high performance.

Best practice principle stating that successful time tracking implementation requires transparent communication about what data is collected, how it will be used, and what will NOT be monitored. Transparency builds trust and prevents resistance, with written policies clarifying that time tracking is for project management and billing, not surveillance or performance reviews.

Feature allowing clients to view time entries, project progress, and budget consumption in real-time through a dedicated portal, building trust through transparency and reducing billing disputes through ongoing visibility.

Secure client-facing dashboards showing real-time hours worked, project progress, and budget consumption. Transparency portals build trust, reduce billing disputes, and enable proactive scope discussions before budgets are exceeded.

Time tracking strategies adapted for distributed and remote workforces. Balances accountability needs with trust and autonomy, using outcome-focused metrics, flexible scheduling, and communication-friendly tools rather than intrusive surveillance.

Updated guidelines and proven strategies for implementing effective time tracking in distributed teams, emphasizing trust-based approaches, async communication, and outcome-focused measurement rather than surveillance-based monitoring.

Collection of common criticisms and concerns about time tracking: micromanagement culture, trust erosion, productivity theater, surveillance concerns, and the case for output-based management instead.

Modern approaches to tracking time for distributed teams in 2026. Emphasizes trust over surveillance, non-invasive methods, and lightweight tools that respect autonomy while providing necessary visibility.

Research finding that 59% of workers believe monitoring hurts trust between employees and management. Highlights the importance of transparent, respectful time tracking implementations that balance accountability with privacy.

The seeming contradiction in employee monitoring where privacy-focused approaches like WorkTime's non-invasive tracking (no screenshots, keystroke logging, or email monitoring) can achieve better productivity results than invasive surveillance by maintaining employee trust and morale.

The challenge organizations face balancing the need for productivity visibility in remote work with employee privacy expectations, where 59% feel monitoring hurts trust yet time theft costs businesses $400B annually, requiring careful implementation of time tracking.

Perspective that excessive time tracking and productivity optimization can be counterproductive, advocating for outcome-based evaluation and trusting professionals to manage their own time effectively.