The great British philosopher, jurist and social reformer Jeremy Bentham was the mastermind behind one of the most ground-breaking prison designs in history: the Panopticon.
A circular prison with a central watchtower that could see inside every cell, day and night.
Here’s the twist: while guards could observe every prisoner, the prisoners never knew if they were actually being watched, or when.
The result? Prisoners behaved as if under constant surveillance — eventually internalising the rules, whether or not anyone was watching.
This minimised the number of guards needed and maximised the number of prisoners housed. In the early 1800s — without technology or cameras — it was revolutionary.
From cells to society
Much later, French philosopher Michel Foucault used the Panopticon as a metaphor for modern life.
We are “kept in line” not only by external enforcement, but by rules we have absorbed since childhood — through school, religion, and family. We follow them even when no one is watching.
Now, to the workplace
At the obvious risk of comparing a workplace to a prison, the principle still applies.
The healthiest organisations are those where people internalise rules without constant reminders, enforcement, or micromanagement.
Too many rules create motivational asphyxiation — low morale and disengagement. Too few rules lead to confusion, mismatched expectations, inconsistent quality, and a splintered direction.
Rules are necessary — but they need consent
Here’s the challenge: rules restrict. And restriction without consent breeds resentment.
To win that consent:
Make the reason for the rule crystal clear.
Allow rules to be improved, upgraded, or removed when they no longer serve.
Example: weekly departmental reporting. Left unexplained, it feels like pointless bureaucracy. Explained as a way to catch problems early, share knowledge, and keep the team aligned — it’s easier to embrace.
The fence and the bison
An old proverb says: never take down a fence until you know why it was put up. It may be there to keep the bison out.
Likewise, before abolishing a workplace rule, find out why it exists. It might be holding together something you can’t yet see.
💬 Over to you: Where do you draw the line between freedom and necessary rules — in your workplace, or in life?
Philippos