Marian Evans, Managing Director Elevate BC Co., Ltd..
Call me an idealist. But in business, politics, and all aspects of our lives, trust is important. It used to matter and it still does. We live in uncertain times and trust is all the more important when people feel uncertain about their future. However, at this time, we have noticed that there appears to be a trust vacuum in many industries.
As the ongoing strikes demonstrate, there are genuine concerns about employers’ intentions toward their employees, their fair distribution of wealth, and the very nature of employment. There are also changes in what employees expect from employers. With all of this happening, let’s see why trust levels are declining. fell It also explains why trust is an important factor in business.
What is trust in business?
When I talk about trust in business, I’m referring to three different things.
1. Strategic Trust: This is the trust our employees have in the people who run our business to make the right decisions, set the right direction, and help the company succeed.
2. Personal Trust: Do employees trust their managers to treat them fairly and consider their needs, or do they put themselves first when making decisions?
3. Organizational trust: This is people’s trust in the organization itself. Does the company live up to its promises? Are its processes and policies consistently fair and does the business follow them?
These three types of trust are intrinsically related. For example, when a manager does something that undermines an employee’s personal trust, the employee’s trust in the organization as a whole is also affected.
In business, different groups may have conflicting goals, and employees may receive conflicting messages. Also, if an employee is disappointed in the organization, the nature of employment does not always allow them to walk away. Instead, they may stay and do nothing while they can. Once that trust is broken, it is very difficult to rebuild.
Why is trust important in business?
Employees enjoy their work and feel a sense of accomplishment and even pride, but if there is a lack of trust between their superiors, senior management, or the organization itself, they may find it difficult to understand where and how they fit in the organization. You may begin to question whether It has serious implications.
Lack of trust not only impacts company culture, but also employee productivity, engagement and RetentionEmployees also need trust to take risks. So without trust, there is often little innovation.
according to PWC research, 93% of employees admitted they would be more loyal to their employers if their organization earned their trust, and 90% said they were more likely to protect their business. Meanwhile, 71% of her said she would be more likely to leave a company that betrayed her trust, compared with 75% of younger workers.
further away research Employees are 23% more likely to contribute ideas and solutions and 21% are more likely to work longer hours when their trust in the organization increases.
Which behavior destroys trust?
Trust is hard to build, but very easy to destroy. A lack of trust can be caused by a single event such as a reorganization in which employees feel their needs have not been taken into consideration. Other single events, such as a manager giving an employee credit for their work, can also have an immediate impact on trust. Trust lost in this way may be easier to rebuild, at least because actions can be identified, processed, and resolved.
However, trust is often eroded over time. This is the result of subtle and repetitive patterns of behavior that undermine trust on a daily basis. While these behaviors (some of which are discussed below) are typically not challenged, employees are injured and unwilling to perform at their best.
So what can leaders do?
Be consistent in your message.
Inconsistent messaging can occur anywhere in an organization when a company communicates with customers and other stakeholders, from internal to senior management to external, but the consequences are always Destructive. All too often, senior management tells people what they want to hear, which leads to confusion and a breakdown of trust.
Fairness is very important to people, both in their personal lives and at work. An employee’s trust takes a hit if they believe they are treated less fairly than their peers or that their boss has a “favourite.” Many employees record scores relentlessly, so any inconsistency in how you treat them will be noted and not forgotten.
Let’s be honest. Please don’t give false feedback.
Providing feedback to employees can be difficult. Especially when you have to talk about an employee’s shortcomings face-to-face. But no matter how hard it is, you have to be honest. Giving a stellar performance report to an undeserved employee may save the blush, but it also undermines the credibility of her members on a team that deserves honest praise.
Get the basics right.
As with all aspects of corporate culture, senior management must lead by example if you want to build trust in your business. It takes effort and may require more attention to day-to-day realities, but in the end we found the benefits far outweighed the costs.
It starts with getting the basics right, like treating staff well, understanding priorities and pain points in making decisions, recognizing their contribution to the company, and customizing the employee experience as much as possible. to start.