HR Professionals

Your latest employee engagement survey results are out.  You notice that some of your leaders are underperforming when it comes to trust and communication. Your organisation is currently in the midst of change and it’s fairly evident that some leaders are not handling change as well as they could be (despite undertaking an extensive leadership program).

In the absence of trust, dysfunctional teams abound.  Signs of dysfunction include people not contributing during meeting and gossiping.  The result is slow decision-making, longer cycle times, unnecessary work revisions, and unhappy employees.  When you review the monthly sales results, you can already see the impact a lack of trust is having to the organisation.

At the same time, there are also trust issues with organisational systems such as employee conditions and rewards which are negatively impacting results.

While your team works on improving HR systems, you know that your CEO is going to ask what you recommend to improve trust among certain leaders.  With the upcoming executive strategy day, it’s your job to prioritise all of the activities required based on the survey results.  What do you do?

Here is some information for you to consider:

  • In organisations where trust is high, people are talking about it.   They have a trust framework that forms a common language on the dimensions of trust.  This helps individuals and teams understand, discuss and practise trust with one another.  It means employees have the language to call people out on behaviours that are destroying trust.
  • Building Trust Starts with Leaders.  This means having an open discussion at your next executive team meeting to determine how much trust is needed for the company to succeed.  Executives need to see the benefits of developing a high-trust culture.  How willing are they to lead with trust and to understand trust at a deeper level?  At Trustologie, we provide “Introduction to Trust” discussions with your leadership team that can be customised for your particular situation and strategy day requirements.  Getting each executive to think about how trust is impacting how they lead, starts to disrupt their thinking and consider how leading with trust would impact their results.   This can even extend to how a new executive team can build trust with each other from day one. 
  • Build Leadership Capabilities. Provide leaders with trust leadership training and coaching, so they have the right tools in their leadership toolbox. This can be customised to intergrate with you employee engagement initiatives.  We teach leaders a Trust Evaluation Method, as well as Trust Conversation Frameworks to strategically judge, build and rely on trust with different types of people and situations.  Having a common language on trust, also helps individuals and teams discuss and practise trust with one another ensuring trust issues no longer remain hidden under the surface.   You can read more at “Delivering Leadership Results Through Trust.
  • Prioritise High Impact Areas. Once trust is more deeply understood by leaders, you can then realistically determine where the high impact areas are within the organisation. Choose 2-4 priorities, as few companies can achieve more than this in a year. Examples include training middle managers on how to build trust and communicate the vision, undertaking specific trust interventions with particular teams or creating a company purpose that is connected to social impact.

 

Increasing trust in your organisation will improve employee satisfaction.  A mere 10% trust increase has the same effect on employee satisfaction as a 36% increase in pay, according to a study by Helliwell Huang

Trustologie Has the Expertise and the Tools

Marie-Claire Ross of Trustologie has been helping business leaders improve their ability to influence and increase trust through communication since 1995.  Marie-Claire has worked with business leaders build trust throughout their organisation through consulting, workshops, induction training programs, as well as through her book (Transform your Safety Communication) and DVD training programs.  

If you’d like to know how to get employees to trust each other and deliver on your brand, call Marie-Claire on 03 9696 4400 or email the office on support@trustologie.com.au.