Your leadership has the confidence of employees? Polls show that 40% of employees only trust that management told them on issues such as business management, plans, expectations and objectives. Employees are generally proud of their company, they often have full confidence in the company's management is performed. The scandals of recent years, management feeds the cynicism and distrust.
Communication tools are nowavailable have made it easier to transmit information from top to bottom and guidelines. However, employees still have a very clear vision of where the ship sails. The result is less committed and less committed to being. The military learned long ago that the troops of man above must be informed of future actions on the objectives and reasons. So to be equipped and motivated to make changes and challenges, regardless of rank. PrincipleThe rule also applies to life in factories and offices.
Most people who run U.S. companies have good intentions. Working to increase revenue, maintain employment and provide high quality products in difficult conditions. Management, which promises to be so numerous that the recent simultaneous activities to be forgotten. They are not deliberately diverted and try to do the right thing, but going to work, be sure to communicate to the negligence, Coups and confidence down accordingly. Silent, low confidence in management can cost economically, firms with high levels of trust management in proportion to earn three times more than companies with low levels of trust management.
The CEO and other executives are the true custodians of organizational structure and management of trust and integrity. Companies with high levels of management to communicate the trust of good and bad news for workers anddo it often. Trust is also the management of change as businesses such as mergers, downsizing and restructuring support. Small change, what matters is how it is managed. High trust companies generally do a better job of it.
The degeneration of trust in government is a problem for employees and managers. How to motivate the management of work, if not simply believe that the management of information they are told?
RequisitionDistrust
- It 's self-sufficient, not to trust people less confidence in the management and staff;
- Management of mistrust, it's like a virus, gaining strength as it spreads. The more experienced workers new employees that management can not be trusted.
- Management of mistrust and resistance to change. Some managers have concluded that the decision of mistrust that have processes in another part of the country and moveHire a new workforce.
Building trust
- Begin to trust. Authority must demonstrate the confidence of employees. Finally, employees learn to reciprocate. This may take time and patience. It 's like trying to reach a parliamentary battle, while sniper fire continued.
- Do not hide information. Some managers have to work on basic skills, but employees must have a good time information or feel that their informationregular or late.
- Be honest at all times. If employees feel they were misled, the loss of confidence in leadership, perhaps forever.
- Conduct a face-to-face communication. Sometimes employees have to do. To listen directly to the head in the forum management is also important to strengthen confidence.
- Your people listen and let them know they have heard. Employees become suspicious if they feel their views are notto be heard, management must recognize. as suggested by its staff and everyone knows who it was.
- Communicate the things you know, and then see through these plans. This will be the development of appropriate lines of communication and trust in the management of future operations.
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