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It’s time to increase the trust levels in your employee relationships

A long-lasting solid relationship with our peers is what we all endeavour to achieve and a key ingredient to team success.  However, the increasing restrictions, rules and procedures we face in business today mean that we tend to follow a very uniformed approach which can lead to a lack of character in relationships…

A recent report by CIPD found that workers have a low-level of confidence in their future, which results in a higher necessity for ‘a greater and more overt demonstration of trustworthiness from their leaders’.  However, despite this need for an increase in trust in managers, worrying conclusions from CIPD research in December 2013 found that only 37% trusted their senior managers.  A sure way to tackle this issue is for managers to be more open and personable; sharing stories of personal experiences and taking interest in employees’ experiences and their favourite aspects of work.  Organisations need to move towards developing more open communications in the workplace regarding the topic of trust, increasing value-based interviews, encouraging employees to engage in more self-awareness in their role and using 360-feedback when conducting performance reviews.

A organisation with high trust levels can result in a variety of benefits.  Claire McCartney, research adviser at the CIPD, said: “It’s proven that organisations with high levels of trust perform better in terms of innovation, problem solving, engagement and knowledge sharing.”  Organisations need to support leaders by reducing the restrictions brought on by processes and technologies and instead encourage managers to surpass the uniformity of situations and open up relationships to increase trust.

Trust is a hugely important factor as it can affect an employee’s motivation, receptiveness, belief in their manager and organisation and the overall effectiveness of working relationships.  However, if all organisations are pressured to stick to the set out ground rules and a military-type organisation is in place, then how can relationships be expected to flourish?  What are the trust levels like in your organisation?

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