Multiply the Trust Factor Inside Your Organization
A new survey
by Interaction Associates indicated nearly 60 percent of workers polled
believe their organization lacks trust. Plus, trust in bosses has
declined since last year.
Many employers recognize trust is an
essential ingredient for business success. Here are 10 ways to improve
trust inside an company when managing employees:
1. Involve staffers in decisions directly affecting them.
Employees
don’t want to be left in the dark while a decision is made. If specific
departments are directly affected by a decision, include the employees
involved in the process.
During the decision-making process, hold a meeting so employees can voice concerns and ideas and be heard by managers.
2. Pay close attention to relationships.
When an employee quits, it's often due to a boss. A CareerBuilder study released
in January found 37 percent of the employees surveyed were likely to
leave their jobs this year due to a poor opinion about the performance
of a boss.
According to Interaction Associates, a quarter of
employees trust their boss less this year than they did in 2013. To
improve trust, make relationships a priority. Encourage managers to
promote transparent communication and offer to help employees when it's
needed.
3. Trust employees at every level of the organization.
Trust
must be reciprocated in the workplace. If a company wants its employees
to trust managers, then the converse should be true.
To build
trust, let staffers give feedback and make decisions. If employees have
the opportunity to contribute ideas, they’ll be more likely to trust the
boss.
4. Provide constructive feedback.
Employees perform
better when managers give constructive feedback. Instead of punishing
employees for failures, speak positively about staffers and deliver the
feedback they need to improve.
If an employee misses a deadline,
don’t immediately exact punishment. Ask the staffer if anything would
help him or her avoid that mistake in the future and teach the person
how to manage his or her time better.
5. Be consistent.
Never play favorites or create vague expectations. This will only cause confusion and breed distrust among staff.
A
manager can’t expect a new hire to be as efficient as someone who has
worked at the company for years. Coach employees and give them the
training needed for them to be successful.
6. Adequately reward accomplishments.
Achievements by
individuals and teams should never go unnoticed in a workplace.
Otherwise, employees will feel undervalued by their employer and the
distrust will deepen.
If an employee secures a new client, offer a bonus or publicly recognize the person for the hard work.
7. Provide employees with needed resources.
Employees
want to successfully perform their responsibilities. But if an employer
fails to provide the resources they need, staffers will begin to lose
faith in their company's ability to help them accomplish goals.
For
example, if an employee says his or her computer is too slow to
complete work efficiently, don’t ignore the situation. Take action and
find a way to provide the technology that will help an employee complete
the job effectively.
8. Set company values and adhere to them.
Trusting
organizations need a set of values for each manager and employee to
follow that establish the company's standards and hold management
accountable.
If values are not already in place, an innovative way to determine them is to figure out what employees value the most. Zappos emailed
every employee to find out his or her personal values. Then the
company could better create values for the organization that every
employee could abide by.
Ideally, the company already has values
set in stone and adheres to them when hiring new employees. After all,
if an employee is a poor cultural fit, both the organization and the
staffer will suffer.
9. Promote transparency.
Managers must clearly communicate during the decision-making process and admit to any mistakes made.
Maintain
transparency by encouraging managers and employees to always tell the
truth. Make information about decisions readily available.
10. Create a culture of community.
In
my experience, workplaces that promote a collaborative atmosphere can
accomplish more than those with competitive environment.
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