Share this article
We spend a third of our days at work on average. This work environment can either enhance or diminish employee morale and productivity in your company. Learning how to build trust with employees can improve productivity, engagement, and confidence.
Trust in any organization works on three levels:
You can’t always control your organization’s level of trust, but you can certainly influence it by building trust in your immediate work environment.
Building trust with employees in a smaller unit where you have more control helps to propagate trust in the larger organization.
If an employee doesn’t trust their manager, the company suffers. Sure, ruling through fear works, but the employee will do the bare minimum amount of work needed to keep their job.
Building trust with employees is key to beating your competition, not to mention increasing employee retention.
Even when it’s difficult, tell the truth and not just what you think people want to hear. Understand what employees need to know and communicate facts while being considerate of their effort and sensitivity to their feelings.
Showing support and understanding for your team members, even when they make mistakes, goes a long way in building trust as a leader.
Actively listen and check for understanding by paraphrasing what you’ve heard. Use a variety of feedback tools to ensure everyone has the chance for their voice to be heard.
You must engage in dialogue with employees, giving them the opportunity to ask questions, get answers, and voice concerns. Then, apply what your internal stakeholders share for future actions.
Consistently doing what you say you’ll do builds trust over time – it can’t be something you occasionally do. Keeping commitments must be the essence of your behavior, in all relationships, day after day and year after year.
Nothing speaks more loudly about an organization’s culture than the leader’s behavior, which influences employee action and has the potential to drive their results.
If you say teamwork is essential, reinforce the point by collaborating across teams and functions. Give credit when people do great work and you’ll set the stage for an appreciative culture.
When you and other leaders acknowledge your mistakes as well as successes, employees see you as credible and will follow your lead.
You can encourage honest dialogue and foster accountability by building in processes that become part of the culture. For example, evaluate every project (positives, negatives, things to change) or a status report and next steps in each meeting agenda (tracking deadlines and milestones).
You build and maintain trusting relationships and a culture of trust in your workplace one step at a time through every action you take and every interaction you have with your coworkers and employees.
Trust may be fragile, but it can grow strong over time with the deliberate efforts above. Check out the many benefits trust brings to a workplace.
Ask yourself these questions to assess your personal behavior and learn how to create an awareness of the daily practices that encourage a culture of trust in your workplace.
Trust must be earned. It comes from a conscious effort to walk your talk, keep your promises and align your behavior with your values. Building trust is worth the effort because once trust is lost, it can be very difficult to recover.
Reach out to us about our culture management platform so you can decode the levels of trust in your workplace – and how to grow it.
ABOUT OUR METHOLOGY
To be eligible for the World’s Best Workplaces list, a company must apply and be named to a minimum of 5 national Best Workplaces lists within our current 58 countries, have 5,000 employees or more worldwide, and at least 40% of the company’s workforce (or 5,000 employees) must be based outside of the home country. Extra points are given based on the number of countries where a company surveys employees with the Great Place to Work Trust Index©, and the percentage of a company’s workforce represented by all Great Place to Work surveys globally. Candidates for the 2017 Worlds Best Workplaces list will have appeared on national workplaces lists published in September 2016 through August 2017.
ABOUT OUR METHOLOGY
The Best Workplaces in Asia List
Great Place to Work® identifies the top organizations that create great workplaces in the Asian and Middle Eastern regions with the publication of the annual Best Workplaces in Asia list. The list recognizes companies in three size categories:
To be considered for inclusion, companies must appear on one or more of our national lists in the region, which includes Greater China (covering China, Hong Kong, Taiwan and Macau), India, Japan, Saudi Arabia, Singapore, South Korea, Sri Lanka and UAE. For the 2021 Asia List, companies ranked on the national list in the Philippines will also be included. Multinational organizations must meet the following requirements:
Multinationals also receive additional credit for their efforts to successfully create an excellent workplace culture in multiple countries in the region. The data used in the calculation of the regional list comes from national lists published in 2019 and early 2020.