We live in a society characterized by distrust. And this distrust has invaded the cultures of the organizations in which we work.
A recent poll found that only seven percent of employees strongly agree that they trust their senior managers to look out for their best interests.
Even worse, only seven percent agree that they trust their coworkers to do so!
The reality is that we live in a world that is saturated with distrust and your employees bring this distrust in the doors with them every day.
But there is hope. The same poll found that 58% of employees who had strong trust in their management were ‘completely satisfied’ with their jobs and 63% would consider spending the rest of their careers with their organizations.
It’s indisputable – there is a direct link between trust in leadership and employee engagement and retention. Organizations which have cultures characterized by trust are thriving organizations.
Our research and experience at TAG shows that employees who work for an organization defined by trust feel valued, work harder, experience greater satisfaction, and are less likely to think about leaving for somewhere else.
They belong, contribute, and make a difference.
An annual survey of “Best Places To Work In America’ found that the most appealing workplaces were distinguished by high levels of trust, cooperation, and commitment and did better than their peers and competitors in these ways:
-They have stronger long-term financial performance
-They experience lower turnover
-They receive more job applications
-They are more diverse in their employee/volunteer base
Organizations with thriving cultures have as one of their components the experience of Connection – their people are connected by trust and a willingness to let each other shine. Connected organizations are characterized by these four attributes.
Here’s an idea: have your leadership team engage in a series of discussions about trust in your culture, revolving around those four attributes. You’ll discover where trust is deeply rooted in your organization. And you will discover ways to shore up trust where it is lacking.