How to Grow the Trust Level in Your Organization
So many workers and employees of many organizations have a belief that their organization or place of work is lacking when it come to trust. A lot of them will further state that they lack trust also for their bosses and employers. Every employer should recognize that trust really is an essential ingredient for business ... Continue Reading
So many workers and employees of many organizations have a belief that their organization or place of work is lacking when it come to trust. A lot of them will further state that they lack trust also for their bosses and employers. Every employer should recognize that trust really is an essential ingredient for business success. Especially in a country like ours, Nigeria, where job insecurity is the predicament of many workers who work with constant suspicion of colleagues and lack of trust for employers. Let us explore together some ways to improve trust in a company or organization with a number of employees:
1. Make relationships with your employees a priority.
Whenever an employee quits his or her job, it’s often due to his or her boss or employer. A considerable percentage of employees in Nigeria have been known to leave their jobs due to poor opinion about the performance of their boss. Many employees have also been discovered to trust their boss or employer less more recently that in time past. If you are improve trust in your organization, then you need to make relationships with your workers a priority. Encourage your managers to promote transparent communication and offer to help employees when it’s needed.
2. Let your employees be actively involved in decisions that will affect them directly.
Really, employees do not like being left in the dark while a decision that will directly affect them is being 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 that employees can voice out their concerns and ideas and be heard by managers.
3. Provide positive and constructive feedback to your employees.
Provide constructive feedback. Employees perform better when managers give them constructive feedback. Instead of punishing employees for failures, speak positively about them and deliver the feedback they need to improve. This will go a long way in multiplying the trust factor in your organization. If an employee misses a deadline, don’t immediately exact punishment. Ask the employee 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.
4. Give your employees trust at every level of your organization.
Trust must be reciprocated in the workplace. If a company wants its employees to trust managers and bosses, then the converse should be true. To build trust, let your employees give feedback and make some decisions. If employees have the opportunity to contribute their ideas, they’ll be more likely to trust the boss and the organization.
5. As often as possible, adequately reward your employees’ accomplishments.
Who doesn’t like a compliment, an acknowledgment or a reward for a work well done. 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 or achieves a productive and constructive feat, offer a bonus or publicly recognize the person for the hard work. This will grow the trust he or she has for you and your organization and will increase work loyalty and efficiency.
6. Avoid playing favorites or creating vague expectations with your employees.
Be consistent. If you play favorites or create vague expectations with your employees or staffers, this will only cause confusion and breed distrust among them. A manager or boss 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.
7. Lead by example by adhering to your company’s set values.
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. Then the company could better create values for the organization that every employee could abide by and that will lead to productivity for the organization. If values are already in place, then you as a boss or employer must lead by example by adhering to those set values and by so doing encouraging employees to do likewise.
8. Make available for your employees the needed resources.
Employees want to successfully perform all their responsibilities. But if an employer fails to provide the resources they need, they will begin to lose faith and trust 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.
9. As mush as possible, be open and promote transparency with your employees.
Transparency is one of the most important determinants of trust level in any relationship even in a boss-employee relationship. 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 and be frank always. Make information about decisions readily available to your employees.
10. Build a culture of team work and community in your organization.
Workplaces and organizations that promote a collaborative atmosphere can accomplish more than those with competitive environment. Instead of focusing on organizational hierarchies, encourage managers to work together with employees. This will foster closer bonds between employees and management and in turn grow the trust level in your organization.
Now it’s your turn: What do you think are your best techniques for building trust within an organization? What seems to be missing from this list? You can share your opinions by leaving your comments in the comments section below.
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