August 10, 2022, 0 Comments
Do Employees Trust Their Managers?
According to Gallup’s trust issue of The Real Future of Work, only 33% of employees believe their company would not lie to customers or conceal information that is relevant to them. Also, a March 2021 Gallup Panel survey shows only 23% of US employees trust their company’s leadership.
When employees lose trust in their leaders, they tend to be less motivated to act in line with the company’s best interest. This decreases employee engagement, performance, and productivity. It also reduces job satisfaction, employee morale, and retention.
Creating a high-trust culture is especially important now, during The Great Resignation. One way to accomplish this is by promoting transparency and authenticity. This encourages employees to perform their best and remain with the organization long-term.
Implement these tips to increase trust between employees and managers.
Truthfulness is required for employee trust. Therefore, managers who lie to their teams lose their employees’ trust. These employees may seek employment elsewhere because of this issue.
As a result, managers must have authentic interactions with their employees. This includes sharing genuine beliefs, experiences, opinions, and strengths with their teams.
Being authentic makes managers’ ethics and intentions predictable. This builds employee confidence and trust in both the manager and the company.
Managers can develop authenticity by investing in employees’ strengths and professional development. Managers also can clearly communicate their expectations and show they care about their employees as individuals.
Build a Culture of Transparency
Highly trusted organizations prioritize transparency. They share truth through words, behaviors, and actions.
Transparency includes open communication about information and data that impact the company. This promotes employee trust.
Being transparent involves managers openly discussing their ideas, perspectives, and beliefs. This builds employee trust and confidence in the company’s future.
Emphasize Leadership Competencies
Specific behaviors inspire employee trust. They involve building relationships, promoting development, and effectively leading change. Other examples include inspiring others, thinking critically, and taking accountability.
Managers who practice these competencies build trust among their teams. This increases employee engagement, productivity, and retention.
Need Help Building Your Team?
Promoting trust between managers and employees is especially critical during The Great Resignation. The more authentic and transparent managers are, the more employees will trust them. Also, behaving in ways that build trust, such as developing employee relationships, elevates employee engagement, productivity, and retention.
For additional guidance on building trust among your team, partner with Arlington Resources. Contact us to learn more today.