Employees are indeed the most precious assets, but it is also true that employee faith in a manager or management plays the most significant part in an organization’s successful functioning.
Employee trust in leadership is one parameter for determining an organization’s success.
When we talk about big companies or big brands, many factors motivate employees to stay even if they lose trust in the leadership.
For example, paychecks, incentives, benefits, brand value, workplace facilities, amenities, promotion opportunities, and other considerations play a significant role in retrieving an employee.
Even so, when it comes to small businesses or startups, it is true that they strive to match but are unable to provide much to their employees.
So the one thing they must invest in and care for is their employees’ trust, failing to which would result in significant consequences such as a high attrition rate, low productivity, and so on.
Why is it so important to gain the trust of your employees?
Trust empowers employees.
Trust is one of those factors that a company must acquire at the initial stage after onboarding an employee and work hard to preserve it throughout their tenure with the company.
If you trust your employees, it aids in the development of their emotional well-being, resulting in considerably better levels of employee engagement.
High morale promotes a healthy environment.
Employees who believe in management are more confident with high morale and are more willing to take one more step to help their manager achieve their goals, ultimately encouraging healthy teamwork.
A lower rate of attrition.
There is no doubt that a single incident can cost a company the employee trust that it has worked so hard to win.
As a result, it may have to deal with staff attrition and a valuable corporate asset loss.
On the other hand, a responsible organization focuses on building trust, which leads to a lower attrition rate.
Consider the following suggestions if you’re seeking strategies to earn your employees’ trust.
The clarity in communication is always effective!
Companies must provide employees and their team leaders with clear expectations, roles and responsibilities, and organizational goals.
Also, the company must communicate any change in these structures to the employees before implementation. When employees understand what to do and what not to do, they are less likely to make mistakes or make inconsistencies.
Recognizing personal needs will be fruitful!
It is frequently seen that management does not address employee personal issues.
True, employees must strike a balance between their personal and professional lives, but we cannot overlook the fact that personal events impact work performance.
So, if you notice your staff are having difficulties at work, talk to them and soothe them.
These small acts will aid in building their trust in you.
Equal treatment is the best treatment.
When employees see you treating each employee with the same courtesy and respect, their faith in you grows.
So, the company must not foster a culture of favoritism or biases.
If an employee does very well, you must recognize their efforts but avoid mistreating others.
Truth builds trust.
Often, management refuses to inform its employees about what is going on in the organization.
Even if the facts and stats aren’t impressive, you must tell your employees the truth.
To gain credibility, be honest with them since they will eventually figure out what is going on.
Open criticism will never work.
It will never work to criticize openly. Of course, you have the authority to criticize your employees if they aren’t performing well, but you should avoid doing so in front of others.
While good feedback fosters trust, open criticism can significantly negatively impact. So that is something you should avoid doing.
Set a good example by being responsible.
Before you place unreasonable demands on your employees, ask yourself if you set a good example or act professionally.
Are you honest with them, or do you hold your staff responsible for your mistakes?
Have you ever apologized to them if they found you wrong, acknowledging that even supervisors and managers make mistakes?
A small behavior change can have a significant impact.
Even the best HRMS tools or HRMS software can’t match the value that an employee brings.
So a company must concentrate on fostering a culture of trust, resulting in a better working environment, as having a dedicated employee is a boon to the company.