Extract
Trust in the work environment has three approaches: (1) between the boss and his subordinate, (2) between a subordinate and his boss, and (3) between coworkers. The loss of trust slows down operations and increases costs, negatively affecting productivity and team dynamics. However, restoring that trust improves communication, strengthens team autonomy, and fosters a persevering and resilient organizational culture, which drives long-term success.
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The Importance of Trust in the Workplace and How to Restore It
In any work environment, trust is a fundamental element that sustains relationships and makes collaboration easier. Furthermore, it is the key to generate an environment where employees feel valued and motivated, making them contribute to the collective success, allowing organizations to operate efficiently with less stress.
The distrust can arise at any level and organizational area throughout its business journey, either (1) between the boss and his subordinate, (2) between a subordinate and the boss, and (3) between co-workers. When this happens, it negatively affects the dynamics of the work team and its productivity, even generating power conflicts, especially in family businesses.
According to Stephen M.R. Covey in his work “The Speed of Trust”, Trust is a measurable factor that has a direct impact on a company's relationships, the speed and cost of transactions. When trust is lost, everything becomes slower and more expensive, and relationships can become strained and difficult to manage, creating toxic environments that demotivate staff and push them to quietly give up or escape from the company. Also causing communication and creativity to be hindered, in addition to processes that can be filled with bureaucracy.
When trust is compromised, it not only affects interpersonally but also the financial and operational results of an organization. This causes collaborators to avoid sharing ideas or stop being proactive, making decision-making difficult and slowing down the organization's innovation process. Furthermore, leading to excessive supervision in the desire to have better control, slowing down processes. It is important to restore that trust to improve the work environment, maintain competitiveness and develop a High Performance Organization.
This approach offers strategies to resolve mistrust at work, addressing relationships between leaders, employees and co-workers. Based on The Speed of Trust, These practices seek to restore trust, strengthen the team and create a more productive work environment. This is in order to recover lost trust and promote a resilient and efficient organizational culture.
1. Distrust from Boss to Subordinate
Trust is the foundation of effective leadership and is responsible for maintaining healthy work relationships. Boss-subordinate distrust can arise from several sources, including:
Lack of clear communication on the subordinate's expectations and objectives.
Sudden changes in the subordinate's attitudes.
Absence of support in critical moments.
If as a leader you begin to distrust a subordinate, it is necessary to handle the situation with professionalism and respect so as not to affect the team.
Covey emphasizes the importance of credibility. You must think and reflect before acting. Reflect on whether distrust is based on concrete facts or if it is just a perception. You must be objective and analyze the employee's role to avoid hasty and baseless decisions.
Speak directly to the employee in a private meeting. Express your concerns clearly and respectfully, listen to what they have to say. Solutions must be sought, not blame. Transparency is a pillar of trust.
Covey also highlights the importance of clarity in expectations. After the talk, it should be made clear what is expected of the employee, in their behavior and performance. Agreements could be documented.
They must render accounts implementing a monitoring plan, periodic reviews so that the employee can demonstrate their ability.
If the situation does not improve, we must have the character to make difficult decisions. It may be reassigning the employee or considering dismissal, always following appropriate procedures and respecting their labor and human rights.
2. Distrust of Subordinate to Boss
Trust in the boss is key to employee commitment and motivation. Distrust from subordinate to boss can arise from several sources, including:
Lack of coherence between actions and words, especially when there is economic benefit involved.
Authoritarianism, sectarianism, favoritism and/or micromanagement.
Unfair or unclear assignment of tasks.
If as an employee or boss you feel that trust has been compromised, it is necessary to address the situation professionally.
According to Covey, it must reflect on the causes of distrust. Know if it is related to the credibility, capacity, integrity or intention of the boss's actions in order to identify the root of the problem.
The smart trust suggests that open dialogue can transform mistrust. Talk directly to your boss, explain your concerns, always being respectful, and seek to understand each other. Seek to resolve the problem to restore trust.
If necessary, seek help from impartial third parties, such as Human Resources. Covey says a mediator can facilitate a productive conversation, and make it easier to manage.
If you still have mistrust, a change, whether departmental or even look for new opportunities outside the company. Always keep your well-being in mind.
3. Mistrust Between Coworkers
On the other hand, mistrust between co-workers weakens productivity and team cohesion. Mistrust between coworkers can arise from several sources, including:
Unresolved conflicts and accumulated resentments.
Unethical and/or selfish internal competition.
Gossip or rumors.
These issues must be addressed and resolved quickly to avoid major conflicts.
As mentioned above, you must reflect to identify the cause of the problem. Covey mentions that reality must be faced. Knowing the root of the problem is the first step to solving it and having a better work environment.
Once again, transparency resolves conflicts. Honest dialogue should be encouraged between colleagues affected by the problem. All parties must feel heard, in order to avoid tension and the problem growing.
You can apply shared experiences. If possible, organize activities Team Building, or assign collaborative projects to affected parties. This can help overcome mistrust.
Consider involving an impartial mediator in case tensions and mistrust persist. To be able to resolve the conflict clearly and objectively.
It is also important to honor diversity. Covey mentions that an environment should be promoted where all the perspectives and abilities of colleagues are valued. Creating a collaborative environment, transforming mistrust into trust and mutual respect.
Conclusion: Building a Work Environment of Trust and Transparency
Trust is a fundamental element in any work relationship, whether between leaders and subordinates or between co-workers. Managing distrust requires a conscious approach, open communication, transparency and mutual respect.
According to Stephen M.R. covey in The Speed of Trust, confidence in a skill that can be developed and strengthened. By adopting these strategies, a work environment is created where trust is continuously maintained and strengthened, this drives work productivity.
A work environment based on trust:
Promotes a greater autonomy in the teams.
Allows more effective communication.
Facilitates innovation and the adaptation to changes.
Accelerate the processes of the organization.
Building trust is key to:
build a resilient organizational culture.
Face future challenges successfully.
In short, trust:
It is the base of one healthy organization that is prosperous.
Its construction and maintenance improves the work environment.
It strengthens the company's ability to achieve its long term goals.
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About Yesenia Pellegrini (Author):
Consultant at TACs Consultores, specialist in the implementation of strategic solutions and digital improvements; seeks to optimize processes and ensure the success of our clients.
About Pablo Tellaeche (Editor):
Owner and main consultant of TACs Consultores, Lecturer and University Professor; seeks to bring a true and positive Culture Lean and Digital Transformation to any company with which you have the pleasure of collaborating.