Trust Culture
Modern findings have shown that the companies with a high level of trust with its employees are performing better than their peer companies in terms of productivity, employee morale, low employee turnover and financially.
Trust is not an easy subject to quantify for HR managers and many leaders over the years has emphasized about the importance of trust-based culture including Sri Lankas one of leading exporters Dr. Rohan Pallewatta who is operating a production factory which achieves the highest quality of production, 1 parts per million (PPM) standard by harnessing the trust culture in his company.
There are few characteristics visible in companies with trust culture.
- Credibility: employees mean what they say. They have the confidence that the actions of others will remain consistent with their words. Management is seen to be ethical in its business practices.
- Respect: employers support their employees’ professional growth and offer consideration of their ideas in decision-making processes.
- Fair treatment: employees believe they are treated fairly, regardless of their position within the organization
- Interaction: something as simple as a conversation between co-workers, or a five-minute chat in the break room between managers and employees, can convey a willingness on the part of one person to do something that is to the benefit of another person’s health and well-being.
References
Chris Hitch. (2012) How to Build Trust in an Organization. [Online] Available from: https://www.ideasforleaders.com/ideas/creating-a-culture-of-trust-in-organizations. [Accessed 22nd January 2020].
Trust is a major factor in employee engagement,and therefore in employee culture one that shows trust often known as high trust culture
ReplyDeleteAssociations with significant levels of trust have three distinctive attributes: credibility, respect, and fair treatment. In high-trust associations, representatives see others, especially those in the board, as solid. Associates accept that people mean what they state and accept what they state to be valid
ReplyDeleteWe can define organisation as a culture. It may divide in to subcultures according to there function.
ReplyDeleteYes, it is true. Trust is a major factor in employee engagement, and therefore in employee retention as well. It will guide to longterm survival of the organization.
ReplyDeleteTrust is a powerful leadership skill. Building a culture of trust starts at the top and requires a candid and transparent approach to leadership.
ReplyDeleteWow. Nice article.
ReplyDeleteWow that is quite interesting. Thank you for this whole new information.
ReplyDeleteA culture of trust yields higher engagement, happier employees, greater productivity, and higher profits. And it all starts in the brain. ... He also found a direct link between oxytocin levels and empathy which is essential for creating trust-based relationships and trust-based organizations.
ReplyDeleteEncouraging trust between employees will help to reduce workplace stress, conflict and problems.
ReplyDeleteA culture of trust yields higher engagement, happier employees, greater productivity, and higher profits. And it all starts in the brain.
ReplyDelete