Trust: It Really Does Matter!

Trust is fundamental to a positive employee relationship.  In this current economy, I am finding that trust is being questioned in so much that people do not trust others like before. In the past when trust was high, leaders could say something wrong and an employee would still stay with them and follow their proper meaning. Today with trust being low, a leader can be precise and employees will find a way to twist their words, misinterpret their meaning, find or invent hidden threats, or misrepresent their intent.  Trust is getting lost and it is taking a lot more effort to get it back.

Trust is not an effortless concept.  Trust requires alignment of values with a clear understanding of expectations. Trust can be easily lost when bad results are created by way of poor execution and compounded by inadequate communication, no matter the character or noble the intentions.

Recently, I listened to a webinar from Stephen Covey from which he discusses the concept of trust specifically he provided a synopsis of his book the “Speed of Trust.”  In the webinar, Covey messages the “economics of trust” as not merely a social virtue; but as a vital factor of any sustainable business relationship. Covey stated that “Trust is a performance multiplier” in that doing business at the “speed of trust” can dramatically lower costs, speed up results, increase profits and build influence.

Covey further explained that a paradigm shift is taking place in which it is becoming recognized that trust can be grown and is a learnable skill.  As such, trust should be the #1 competency of leadership today.  Leaders who make building trust in the workplace an explicit goal of their jobs elevate trust to a strategic advantage for the organization by accelerating growth, enhancing innovation, improving collaboration and execution, and increasing employee value. 

In my HR role, I talk to leaders about trust and its importance to the health, wellbeing and engagement of their employees. Moreover, trust needs to be a two-way process, where both the manager and employee feel that they have an open and honest (trustworthy) working environment.  Employees must be enabled to tell their employers/managers anything relevant to their jobs, without feeling that it will adversely affect their job security, career advancement, or promotional opportunities.  For employers, trust is just as important from the employee so as to allow the ability to communicate with them about relevant aspects of their work without it becoming adversarial: how their performing, engaging, and following the mission/objectives of the organizations.

With trust, an organization can create an environment that boosts a sense of community that is positive where employees thrive!  As Warren Buffet has said “trust is like the air we breathe…you don’t know you have it until it’s gone.”   

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About Patricia Knight
Hello and welcome. My name is Patricia Knight. Thank you for taking the time to view my blog. I’m a Human Resources professional who is currently pursing an MBA at the University of Nevada-Reno. I am an analytical, detail-oriented professional who believes that collaboration and negotiation are critical for successful employee relations between leadership and employees.

2 Responses to Trust: It Really Does Matter!

  1. Harshvardhan Maheshwari says:

    Hi Patricia 🙂 I am also a HR professional from India, I have also read this book recently. You have summarized it very nicely in this article.

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