National Customer Service Association
...Customer First
Performance Management
According to the HR Dive article entitled "Companies overestimate their employees' trust. That’s bad for business, PwC says," the difference between leadership’s perception of their employees' trust in the business and the actual level of employee trust is significant. See those statistics below and how employers should respond.
86% of executives believe employee trust is high.
67% of employees said they highly trust their employers (a growing gap).
44% of executives say they trust each other "to a great extent" (a drop from 53%).
60% of workers feel that leadership trusts those who work in-house vs. remotely differently.
70% of workers feel that being allowed flexibility around when work gets done builds trust.
49% or less of executives offer flexibility around when work gets done.
45% of executives offer flexibility around where work gets done.
So whose responsibility is it to build trust at work? EVERYONE’S! As an employer, you may want to assess the level of trust in your workplace. Create internal focus groups that represent all employees and hire an external facilitator to gather insights on: (1) The current trust level in leadership; (2) How to enhance that trust; and (3) What employees are willing to contribute to increase trustworthiness.
Trust is essential for your organization's success and growth. It begins with leadership but requires everyone's contribution. Trust is the foundation of your business's future and is worth exploring and investing in.
Address anything that hinders a supportive workplace, both functionally and emotionally. We all play a role in ensuring a trustworthy environment. By fostering trust, you'll create a culture where employees are motivated to perform at their best and meet organizational expectations—a true win-win!
