Edit Module
Bookmark and Share Email this page Email Print this page Print Pin It
Feed Feed

Feb 2, 201502:34 PMOpen Mic

Send us your blog for consideration!

12 tips for building trust in the workplace

(page 1 of 2)

According to the American Psychological Association’s 2014 Work and Well-Being Survey, 25% of American workers say they don’t trust their employer and only half say their employer is open and upfront with them. Not only does this hurt the morale and motivation of the employee, it is incredibly damaging to the profitability of the organization.

For example, the Watson Wyatt Worldwide Study found that “organizations in which front-line employees trusted senior leadership posted a 42 percent higher return on shareholder investment than those firms in which distrust was the norm.” Distrust creates a barrier that blocks the valuable flow of insights, ideas, and feedback that can make a workplace more efficient, collaborative, and innovative.

When managers build trust and care about their people, they empower their people to fulfill their true potential. Here are some ways to build trust in your employees:

  1. Give credit to the ideas, talents, and contributions of others whenever possible.
  2. Freely communicate information to contribute to the greater good; don’t competitively hoard it.
  3. Have clear expectations. Communicate what success looks like and how people will be evaluated.
  4. Don’t make people wait for you. Call people on time or be there when you say you will.
  5. Give people the resources and training they need to do their jobs well. Set them up for success.
  6. Give people opportunities to continue to learn and grow.
  7. Don’t blame. Instead, focus on how to prevent the issue in the future.
  8. Don’t micromanage. Give people responsibility and authority to take action when possible.
  9. Provide constant feedback on performance — what people are doing well, their strengths, how they can use their strengths more often, and how to manage their weaknesses.
  10. Sincerely ask for feedback. Make it clear you know you are not perfect and are open to ideas from others — no repercussions.
  11. Be humble. Admit when you are wrong, and ask for help when you need it.
  12. Don’t waste your people’s time with meetings that start late, projects that go nowhere, or reports that are filed without review or consideration.

(Continued)

Old to new | New to old
Feb 5, 2015 09:16 pm
 Posted by  ufunctional

This seems like common sense. Why isn't it common practice? Do managers not believe that the benefits are really there? Or are there thoughts and feelings inside them that make it difficult for them to do these things?

Feb 11, 2015 09:56 pm
 Posted by  Anonymous

Many mangers want all the money [and prestige] devoted to them and are afraid that when others have the same information they will no longer be needed [or seen as dumb when making bad decisions that other people would not have done].

Can't blame them, most college students could make the same decisons [or probably better] than the overpaid CEO's and the batch of underlings that kiss their boots.

Look at most organisations, everything runs BETTER when management leaves on vacation [or just go hame for the day].

See it all in my 36 years of work [on both sides of the fence]

Add your comment:
Bookmark and Share Email this page Email Print this page Print Pin It
Feed Feed
Edit Module
Edit Module