Imagine walking into work each day where every interaction feels like navigating a labyrinth of suspicion and doubt. It’s soul destroying. Something, somewhere has gone awry and while there can be many reasons for such a massive breakdown of team cohesion, trust is definitely one of the key elements that has gone missing.
Trust - the foundation of positive workplaces
At its core, trust forms the bedrock upon which thriving relationships, teams and workplaces are built. It breeds openness and transparency, dismantling barriers to communication and fostering an atmosphere of mutual respect and understanding.
In a trusting environment, employees feel valued and empowered, leading to heightened motivation and engagement. As trust grows, so does productivity, as people are more likely to collaborate effectively and strive towards common goals.
This all sounds a bit lovey dovey, right – let’s trust everyone and life will be great. But we all know it’s not that simple because humans come with challenges, even when they are trying to be their best. Sometimes they even choose to behave in a purposely untrustworthy manner, as discussed when we looked at fraudulent behavior in the workplace.
Trust everyone?
Let’s be clear, we aren’t suggesting you trust everyone implicitly. That would be flat out naïve!
Now it sounds like we are giving off mixed messages - on the one hand, trust is vital to great working relationships but on the other hand trusting everyone is foolish.
At HR Staff n’ Stuff, we work from the adage that “everything is good until it isn’t”. What we mean is that things are always great when you are able to trust your team and while everyone is committed to doing and being their best, but it is likely there will come a time when things shift. It may be an employee who didn’t receive a promotion or pay rise they felt entitled to, or a personal issue that causes someone to make poor decisions at work – whatever it might be, all of a sudden, you have a situation where trust is lost.
It is far easier to maintain a working relationship based on trust when you have a framework in place that sets the tone for a culture of trust to thrive. And it’s not as difficult as you would think.
Ways to build trust
- Lead by example - Trust starts at the top. Leaders must embody the principles of trustworthiness, demonstrating integrity, consistency, and fairness in all their actions and decisions. You cannot expect your employees to behave ethically and honestly if they see dubious behaviour being exhibited by their leaders.
- Effective communication - Encourage open dialogue and active listening throughout the organisation. Provide avenues for feedback and ensure that contributions are acknowledged and valued. Be aware of mixed messages that destabilise confidence and erode trust in your team. Transparent communication builds bridges, fostering understanding and trust among team members.
- Accountability - Establish clear expectations and hold everyone, including yourself, accountable for their actions – remember that the standard you walk by is the standard you accept. When mistakes occur, address them promptly and constructively, focusing on learning and growth rather than blame. By upholding accountability, trust is strengthened, and positive relationships are reinforced.
- Foster a positive work environment - Cultivate a culture where teamwork is celebrated, and collaboration is the norm. Recognise and celebrate successes, big and small, and foster a spirit of appreciation and support among colleagues. Encourage employees to highlight each other’s successes and give credit where credit is actually due. By fostering positivity and camaraderie, trust flourishes, creating a workplace where individuals thrive.
- Empowerment – Show your employees that you trust them by allowing them the autonomy to get their work done and avoid micromanaging. If you’ve recruited or promoted well, you have people in your business with skills and knowledge appropriate to their role and level of seniority. Now let them do what you employed them to do. Support them with professional development and other opportunities to grow, further demonstrating trust.
- Policies and employment agreements – While these are two very different things, well crafted policies and employment agreements are paramount in establishing and communicating clear expectations of behavior in the workplace as well as outlining the professional relationship between the employer and employee. Those who work with us, or have been reading our blogs for a while, know that we love policies because of the baseline they set for behavioral expectations.
It’s the same for employment agreements, and any other document that helps define the employment arrangements, as people will feel more comfortable, and trust more, if they know exactly where they stand and what is expected of them. This is where the “it’s all good until it isn’t” maxim really comes into play. If you have solid employment agreements and clear policies that determine your expectations of your employees behaviour, and the consequences for non-compliance, you’ve let everyone know what is expected of them and of the business from the get-go.
Lack of trust can be costly
A lack of trust within an organisation can be contagious and it will lead to poor morale, disengagement and high turnover. Employees may fear taking risks or challenging the status quo, leading to missed opportunities and a loss of competitive edge in a fast paced marketplace. All of which are costly to your business.
Trust isn’t just some fluffy feeling that you pop into your core values because it looks good or you needed one more trait to fill a spot. It is a key component of a successful workplace, driving productivity, growth and innovation. In a world where trust is increasingly scarce, building and maintaining it in the workplace is more critical than ever.
Contact the HR Staff n’ Stuff team if you want to look at improving your infrastructure and establish processes and actions to improve or further enhance trust within your business.
