Have you ever disagree with your boss on a certain matter but did not voice it out because you know it is just going to be shot down
When situations like these manifest, employees start to get suspicious of each other and the trust is lost. This has an immediate impact on team morale and performance as people n
Employees want their leaders to be transparent and forthcoming about oncoming plans so that they can prepare themselves for the future. However, there are also times when leaders don't know how much to share about ongoing strategies plans without scaring their top talent away. This disconnect may impact how employees look at their leaders and managers have to work harder to earn the employees' trust.
With that in mind, here are four things employers can do if they feel that they have difficulty earning the trust from their employees to assure that workplace performance is not disrupted.
4 things employers can do to earn trust and respect from their employees:
1. be authentic
Organisations with strong employer brands have authentic values that resonate not only with the talent pool, but with their current employees. While technology or markets may evolve their core vision remains steadfast and senior leaders, managers and staff reflect this in their dealings with staff, customers and suppliers.
2. create a pleasant work atmosphere
After competitive salary and benefits and job security, a pleasant work atmosphere is the most important attribute prospective employees consider before choosing an employer. While "pleasant" means different things to different people, focus on encouraging effective collaboration, reducing tension, increasing autonomy and providing good social and relaxation spaces.
3. communicate well and often
Honesty remains a top choice personality trait potential employees look for in an employer. It’s critical for leaders to do what they promise, lead by example, be accountable for decisions and offer regular opportunities to listen to staff feedback. Communicating your approach to employee engagement and collaboration through your employer brand is a great way to make a good first impression in this important area. But make sure middle managers deliver on the promise to avoid creating a revolving door.
4. be flexible
Strong relationships are based on an understanding that people’s needs change over time. Remaining flexible and open to adapting work conditions, hours and responsibilities for potential or existing employees at different stages in their life or career can help you attract and retain top talent, in turn building a loyal army of ambassadors for your employer brand.