The ability to build trust with employees can be a critical component in matters such as turnover, engagement, and productivity. But a recent global study by Harris Poll on behalf of EY reveals that less than half of full-time employees place a “great deal of trust” in their employer, boss, or colleagues.
But why?
According to the 9,859 respondents, the most important determinants of trust level in their employer include:
- Delivers on promises (67 percent)
- Provides job security (64 percent)
- Provides fair compensation and good benefits (63 percent)
- Unlimited job posts
- Low, flat membership fee
- Access top-level remote advice
- Unlimited resume searches
- Reach the right candidates
- And so much more!
- Communicates openly/transparently (59 percent)
- Provides equal opportunity for pay and promotion for all people regardless of differences (57 percent)
- Operates ethically (57 percent)
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Furthermore, the possible consequences from a lack of trust can be devastating. Low levels were found to majorly influence respondents to look for another job (42 percent), work only the minimum number of hours required (30 percent), and be less engaged/productive (28 percent).
So what can employers do to build trust with employees? Flexible work might be part of the solution.
Close to half (49 percent) of respondents globally cited “encourages managing my work-life responsibilities by offering flexibility in when and where I work” as a very important factor in trusting their current employer.
Other strategies to build trust with employees include:
1. Stop micromanaging.
Workers become edgy when a boss scrutinizes their every move, especially if they’ve done nothing to provoke such actions. Trust that your team members are professionals capable of monitoring their own behavior.
As long as objectives are being met, don’t fret that a remote worker might be throwing in a load of laundry between tasks or two in-office colleagues pause at the water cooler to chat. Your demonstration of good faith will be noticed and will influence their perceptions.
2. Ask for input.
Seeking feedback shows you value your team’s thoughts. Respect what they say by implementing their suggestions whenever possible, and always be sure to make them feel secure that information obtained will not be used against them.
3. Share what you can—including credit.
Nobody likes to be the bearer of bad news, but shying away from discussing negatives can lead employees to wonder what is really going on (and you might get the gossip mill churning as people try to fill in the gaps).
Honest, regular communication leads a staff to trust your word. Don’t gloss over good news, either. Taking time to recognize efforts and achievements builds confidence that your company truly notices and values its employees.
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Readers, what strategies do you use to build trust with employees? Let us know in the comments below.
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