Does the company’s leadership have the trust and confidence of employees? According to the survey, only 40% of employees trusted what management told them about problems such as company direction, plans, views, and purpose. Employees usually feel proud of their company, but they often do not have full trust in the management running the company. The past scandal immediately feeds cynicism and lack of management trust.
Communication tools now available have facilitated to send information and top-down directives. However, employees still have images that are not clear where the ship sails. The results will be a workforce that is less committed and less engaged. The military learned for a long time that troops needed to be informed by the male above about the purpose and reason for future actions. So that they will feel equipped and motivated to deal with changes and challenges, regardless of seriousness. Principles generally also apply to life in factories and offices.
Most people who run American corporates have the right intention. They work to increase profit, maintain work, and provide quality products in terms of trying. In senior management, there may be so many simulate initiatives they forget about their previous promises. They are accidentally cunning; They tried to do the right thing, but they were busy, forgot to communicate, ignore follow-up, and belief decreased as a result. Left without supervision, low trust in management can cost financially; The company with a high level of management trust is obtained proportionally three times more than a company with a low level of trust.
CEOs and other senior leaders are the true servants of organization and organizational integrity and management. The company with a high level of management levels communicates good and bad news to employees and they often do it. Trust is also supported by how well the company manages changes such as mergers, downsizing, and restructuring. Regardless of the change, what is important is how to handle it. High trust companies generally do better work.
Degeneration of trust in management is a problem for employees and management. How can management motivate workers when they don’t believe information management tells them?
Characteristics of distrust.
– This is a sustainable self; Employees do not trust management, and management becomes lacking in confidence in employees;
– Management distrust such as viruses; It gets strength because it spreads. New employees learn from more experienced employees that management cannot be trusted.
– Management of distrust resistant to change. Some managers concluded that to stop distrust, they had to move operations to other parts of the country and hire new workers.
– Start trusting employees. Management needs to show employee trust. Finally the employee will learn to reply. This can take time and patience. It’s like trying to reach the battlefield ceasefire while the sniper keeps shooting.
– Don’t hold back information. Some managers operate based on the need to know, but employees need to have good information on a timely manner, or they will feel that their information has been disanitized or delayed.
– Be honest at any time. If employees feel that they are misled, trust in management will be lost, perhaps permanently.
– Do more face-to-face communication. Sometimes employees need to hear directly from the boss in the forum. Management by walking is important in building trust too.
– Listen to your people and tell them that they have been heard. Employees become unbelievers when they feel that their views are not heard. Management needs to recognize employee advice by acting on them and let all know that they do it.
– Communicate the things you know for sure and then make you see the plan.