workplace halth & safet y
TRUST IN THE WORKPLACE
Trust in the workplace is now more important than ever . Without trust , productivity can be drained , eventually leading to costly employee turnover .
As an investigator , I have been involved in cases where organisational values have been compromised - leading to an increased level of distrust amongst employees .
Experts globally agree that trust is perhaps the most important element of a successful workplace .
THE DEFINITION OF TRUST
Trust is a characteristic that builds respect and loyalty as well as a supportive and safe work environment . Distrust increases tension and negative ‘ on guard ’ behaviour that can erode the spirit of the team and ultimately productivity .
Trust is also about reliability and doing the right thing . It will determine the success of any organisation no matter its size .
Organisations that have trust from their employees will have a higher engaged workforce and more efficient work environment . On the other hand , organisations that have lost employee trust will struggle to be successful .
WHEN IS TRUST BROKEN
MAUREEN KYNE Maureen Kyne and Associates
We know that trust can be broken through major disloyalties , such as crimes committed by management , mismanaging change such as redundancies , and executive indulgence . Whilst these are significant , it is the lesser betrayals , such as taking credit for a coworker ’ s work , finger pointing , breaking promises and management second guessing the decisions of employees , that has by far a more lasting effect on the level of trust in the organisation .
Research conducted by Deloitte indicates that 90 per cent of employees feel the effects of eroded trust daily , including :
• 30 per cent of employees plan to look for another job .
• 48 per cent lost trust in their employer .
• 65 per cent of executives believe trust will be a factor in voluntary turnover .
FACTORS THAT ERODE TRUST
Experts agree communication is one of the biggest factors that can erode trust in an organisation ’ s leaders , including leaders that :
• Are not open or honest , especially with bad news .
• Do not share information , such as why a decision was made .
• Do not act or speak with consistency .
Another key factor that causes a loss of trust is the lack of accountability and abuse of management status . Where there is a low level of trust for management , research has shown that productivity will be lower . Where competition is high and organisations try to survive in a crowded market , it is essential to create an atmosphere of trust that all employees embrace , no matter their position .
BUILDING TRUST
Starting at the very top of an organisation is the only way to build and maintain trust . This is then nurtured throughout the rest of the organisation .
THE OLD SAYING , ‘ THE FISH ROTS FROM THE HEAD ’, COULD NOT BE TRUER IN THE CONTEXT OF ESTABLISHING TRUST .
It is the responsibility for all those in a management and leadership role to model the standards for employees to follow .
Integrity is crucial in any relationship . It is fundamental in building an environment of trust between an organisation and its employees on every level .
Open communication based on excellence is essential in the development of trust . When it ties in with your organisation ’ s vision , then and only then can employees understand how the organisation is going to reach its goals . This type of communication includes sharing information , both good and bad .
By doing this , you value your employees and they will feel as they are being treated as an equal . This in turn will foster a sense of community where ideas will be more forthcoming to achieve greater job satisfaction and integrity .
Empathy is often overlooked . As leaders and managers , you will find it very hard to establish trust if you are unable to put yourself in someone else ’ s shoes . Empathy is often seen as a sign of weakness , but in fact it is a strength . It creates a greater connection to the employee .
Lastly , own up if you have made a mistake . Employees will appreciate a leader or manager who can admit that they were wrong - it shows vulnerability and reinforces that we are all only human .
Organisations that take the time to care and develop trust will reap many rewards for their workplace , employees and the organisation overall .
‘ Empowering Leaders to Take Action Against Inappropriate and Bullying Behaviour ’ is part of our Prevent * Detect * Correct workshop series . To attend one of the public workshops running nationally or to discuss in-house options , contact Maureen on 1300 136 146 .
For more information , contact Maureen Kyne : t . 1300 136 146 m . 0437 022 246 e . enquires @ maureenkyne . com . au w . www . maureenkyne . com . au
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