Why Trust and Be Trusted in Your Organization?

"Trust is a foundational pillar in the success of any organization and the currency to build optimal work environments. If you wish to create it in your workplace you must lead by example through your work ethics, honesty, reliability, and attitude."

Christian Wandeler·March 22, 2022·4 min read

Picture yourself as the leader of either one of these two organizations:


Company A: Overworked and Overloaded Inc. In your business, employees:

- go to the office every day or every two days

- have a fixed schedule

- work from 40 to 80 hours a week depending on the workload

- always report to a direct manager

- need direct approval and feedback from the manager

- are often demanded to take on last-minute tasks

- are expected to work hard towards achieving a higher role in the company

- have designated tasks assigned to them and a very clear position with no flexibility to undertake tasks in a different department other than their own


Organization B: Trust In your business, employees:

- are allowed to work remotely, and in some cases, are even location-independent

- have a flexible working schedule depending on the role and tasks

- work less than 40 hours per week or less as long as they deliver their work

- are autonomous, work in self-managed teams, and therefore, have the power to make decisions within their own area of responsibility and expertise

- may occasionally be required to take on last-minute tasks but not obliged to

- can develop themselves in the organization in an organic way expanding throughout different departments



Considering these two different scenarios, which would you say talent feels most attracted to?

In 2021, nearly a year after the COVID pandemic began, people in the US, and later across the globe, started resigning from their jobs. Leaders and managers felt lost in their attempts to retain talent and even attract new employees.

While for some this movement might have seemed unexpected, the truth is that many thought leaders and organizations out there have already been designing and implementing what many call the future of work.


Organization A is then the traditional model of leadership and culture we are transitioning from. Organization B contains some of the practices and policies that top-culture organizations are already using.

Talent is no longer motivated to work for organizations in the A model for simple reasons: they feel they are restricted, in a parent-child relationship, many times burned out, and unable to use their creativity and bring innovative ideas to the business. Moreover, the pressure to perform in order to climb the career ladder and compete with their colleagues and even managers is not so enticing - it is a never-ending process.


So, how can organizations really create a culture where our current-day workforce is happy to work?

It begins with building environments of trust. Was there ever a moment in your organization where you experienced the importance of trust? Does your organization follow the principles of accountability, clarity, and clear, transparent communication?

Trust is a foundational pillar in the success of any organization and the currency to build optimal work environments. If you wish to create it in your workplace you must lead by example through your work ethics, honesty, reliability, and attitude.


As a leader, you should:

- set clear expectations for your workforce

- be clear, concise, transparent, and open in your communication channels

- be reliable, confident, and capable

- be consistent in your words and actions

- be dedicated and committed to the mission of the organization

- be open to receiving and giving constructive, non-judgmental feedback

- show compassion in difficult situations

- be neutral and discerning when faced with a conflict situation between employees

- appreciate and acknowledge the hard work of all your employees

- empower your employees to share their ideas and test them

- respect your staff's needs and right to work-life balance

- promote team-building activities


And how can you tell your employees feel safe in your company?

They are more productive, energetic, collaborative, and feel confident enough to contribute. Leaders feel comfortable delegating tasks and giving employees the freedom to work independently. More than this, people stay.


On the other hand, if trust is non-existent, your people will be more guarded, afraid to speak in meetings and challenge the ideas of more experienced peers. There will be a stressful and competitive environment with high turnover rates.

Remember that even the smallest of actions have an effect on how your workforce perceives you and the company.


Trust is not something that is given overnight but thoughtful and aligned actions are sure to guarantee an increase in employee satisfaction and a sense of safety within your organization. So simple ideas like the ones shared in this article will already create a great impact if you start implementing them in your organization today.

CONTACT US

How can we help you?

Why not just pick up the phone? We would love to hear from you at:

+1 (858) 848-6267 Monday-Friday 8am-8pm PST

Semco Style Institute USA

contact@semcostyle.us

LinkedInTwitterFacebook

Privacy Statement

SemcoStyle

Receive monthly inspiration about people-centric management.

Contact Form Loading...
Contact Form Loading...