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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