“Without trust we don’t truly collaborate; we merely coordinate or, at best, cooperate. It is trust that transforms a group of people into a team.”
Stephen R. Covey, author of The Seven Habits of Highly Effective People, paints a true yet somewhat optimistic picture of what can happen when trust is lacking between employees and their employers. Starting from a new hire’s first touchpoint with your company, trust is essential to true collaboration. But in its absence, in worst-case scenarios, even the most basic elements of camaraderie or teamwork dissolve.
Employees in low-trust workplaces feel disengaged. Before long, they tend to withhold their talents, creativity, energy, and passion. As a result, they lose productivity, their innovation capabilities, and their competitive edge. And so does your business.
Trust is brain-based.
Researchers have derived a mathematical connection between trust and economic performance – tied to messaging chemicals generated by the human brain. This surfaces in the workplace, as compared to employees at low-trust companies, those at high-trust organizations report:
- 74 percent less stress
- 106 percent more energy
- 50 percent higher productivity
- 76 percent more engagement, and
- 40 percent less burnout.
They also take 13 percent fewer sick days and feel 29 percent more satisfied with their overall lives.
Start building trust – and productive working relationships – on Day One.
As soon as a new hire signs on and begins onboarding at your company, weave trust-building into every aspect of their experience.
- Assign new employees tasks that are open to interpretation and creativity. As they turn to you for clarification, resources or direction, give them what they need while at the same time reinforcing your confidence that they can get the job done.
- Keep communication lines open. To build trust with anyone, two-way communication is a must – and it needs to be ongoing. Managers should be well trained in active listening and other aspects of enhanced communication. The key is to communicate frequently enough – more so with new hires – that people always feel comfortable coming to their supervisor with any questions, ideas, or concerns. Tip: You can’t over-communicate, but don’t let it morph into micromanaging. With practice, effective managers will know instinctively how to find the right balance.
- Have a sense of purpose. People are looking for certainty in an uncertain world, and employees want to work for companies that help deliver meaningful societal impact. Support worthy causes that matter to your business, your team members and your community, and drive informed conversations about what your organization stands for.
For additional resources to foster trust as you build your winning workforce, reach out to PrideStaff Modesto today. We’re proud to help put people to work as we help companies grow and prosper – focusing 100 percent of the client experience, every single day.
