Fact – Employees who trust their boss are far more likely to accomplish the goals that have been set for them. Your organization will have greater employee and customer retention. You will be more profitable.
Fact – Gallup estimates 67% of American workers are actively disengaged or just not engaged at all in their jobs.
Fact – The cost of the lack of engagement costs the US $300 Billion per year in lost productivity.
While trust is not the only component in ensuring employee engagement it is often a significant contributing factor. Higher trust between management and staff equals greater employee engagement and less negative consequences, (less turnover, accidents and absenteeism). Higher Trust leads to improved employee engagement and more positive consequences, (greater profitability, sales and customer retention).
So, the proof is on the table, in the media, in various blogs and in your face. Yet time and time again we continue to hear and read about the crisis of Trust. I don’t intend to rehash the news. Instead to pose a challenge to my readers.
What are you doing each and every day to instill trust in your team? If you can’t answer the question or have to think hard about the answer then perhaps it is time to take a look at yourself. Do your employees trust you?
Again, your inability to answer “yes” quickly might indicate you can improve the level of trust between you and your employees. If you aren’t where you think you need to be in the trust category then perhaps you can consider doing the following:
Actively listen to your employees. Show genuine interest in who they are and what they have to say.
Don’t make promises you have no intention of keeping.
Include your employees in decisions that impact them. They may not have the final say but they should certainly be encouraged to contribute to the conversation.
Be a role model. Don’t expect your employees to do something you are unwilling to do yourself.
Don’t be a hypocrite. People will see right through you. Walk the talk.
Know that you can’t demand trust, you must earn it.
Do what you say you will do.
Trust is simple but may not always be easy. If you think you can improve your trust levels, then you probably can. Take a look at the list above. Write your own list. Whatever.
Please, just know that the greater your employees trust you, the more productive, happy, engaged and supportive they will be. When this happens your customers will notice. When your customers notice they will trust you more, want to work with you, want to spend their money with you and want to support you.
Wow, win/win for all!
If you have the distinct honor to be trusted by your workforce then my hat is off to you (hm, that sounds really old doesn’t it – how about I applaud you!) I know you are reaping the rewards of the relationship in more ways than one. Good for you!! Your employees and your company are lucky to have you.
By James Clapton