Building Trust in Your Organization - 5 Key Points

Is the trust level high or at low ebb in your business or organization?  Companies scoring high on the employee trust grid exhibit these four traits, according to a recent survey conducted by the Human Capital Institute and Interaction Associates, a survey of 300 organizations and 440 participants:

1.) companies with effective leadership had high levels of confidence in their ability to weather the economic crisis
2.) High-trust companies were more likely to effectively communicate values and ethics
3.) these companies were more collaborative, entrepreneurial and innovative
4.) High levels of trust correlated with shared responsibility for success and accountability for self

High-trust organizations were better aligned for financial success. Increasing levels of trust is a strategy for talent management, creating a positive workplace that engages employees.

“As the economy gains traction, employees may feel more confident leaving their positions for better employment opportunities. To retain key employees, leaders must take care to create an innovative, productive, and desirable place to work.” Linda Stewart, President and CEO, Interaction Associates

The 2012 survey found that High Performance Organizations named talent management in the top three business priorities, along with revenue/profit growth, and customer loyalty.

What can an organization do to improve the level of trust in their workplace?

The report identified five areas to focus on;

1.) Leader Confidence - maintaining a trustful organizational culture begins with leadership.  Leaders who are realistic about their organizations growth and potential are better positioned to earn the trust of employees.
2.) Clarity and Consistency - consistent strategy and clearly defined goals contribute to a collaborative environment and this builds trust.
3.) Shared Responsibility for Success - create a culture that embraces shared responsibility for success and shared commitment across the organization.
4.) From Engagement to Involvement - improve employee attitude and action, build involvement level, encourage employees to focus on we instead of me.
5.) Focus on Relationships - HPO's gave a high priority to customer loyalty and the attraction deployment and development of talent.

To download the survey, Building Trust in Business 2012, How Top Companies Leverage Trust, Leadership, and Collaboration, you will need to create a login to the Human Capital Institute.

HireQuality provides Recruitment, Talent Management, and Management Coaching services to meet your organizations needs. Call us at 416.413.1177 or visit our website for more information.