What’s New at Astron Solutions
On April 5th,
Senior Automation Expert
John Sazaklis celebrated his 3 year anniversary
with Astron Solutions. Senior Statistical Analyst
Eric Katz will celebrate his 1 year anniversary
at Astron on April 14th.
Congratulations, John and Eric!
In other Astron Solutions news, a
Business and Legal Reports (BLR) whitepaper quoted
National Director Jennifer Loftus on the new EEO-1
regulations.
Click here to download your copy of the article.
Do Your Employees Trust You?
“There are certain things a
boss does not share with his employees. His salary:
that would depress them. His bed. And I am not going
to tell them that I will be reading their e-mails.”
– Dundler Mifflin manager Michael Scott of NBC’s
The Office
Do your employees trust you?
Although this may not be a question that you have
asked yourself much recently, it is an important
one. With high rates of employee turnover and
management’s emphasis on retaining good employees,
an employee’s trust in his or her manager and Human
Resources could be the deciding factor in whether an
employee stays or moves on to one of your
competitors.
But trust is not something that
comes overnight. It is a slow process of give and
take. So what do you need to do to make your
employees trust you?
HR Magazine, a publication from the Society for
Human Resource Management, suggests these five ways
to help foster trust between management and
employees:
-
Translating corporate values into behaviors, and
training all employees on those behaviors.
-
Ensuring that leaders behave consistently with
core values.
-
Ensuring that leaders communicate in ways that
support core values.
-
Ensuring that employees feel they are involved
in decisions.
-
Measuring employee perceptions of their leaders’
integrity.
So since there are only five
steps, is it an easy process to make employees trust
you? Not at all, or at least managers aren’t trying
all that hard. According to
this 1997 article from the Seattle Times, only
35% of workers surveyed said that they trusted their
senior management. One would think this number would
have actually decreased significantly with the
Enron-type scandals that littered the beginning of
this decade, as well as with the increase in the
number of companies that watch over what their
employees are doing on a daily basis. However,
Mercer Human Resources Consulting found in 2005
that 40% of employees trusted management, although
the number who found distrust in senior management
(the third option being neutral) was at a high 37%.
Another survey by
The Discovery Group found that 52% of
employees simply distrust what they hear from
management. This problem is not only an American
problem.
Mercer’s same study in the United Kingdom found
that only 36% of employees trust senior managers.
The demise of the Enron
Corporation and the feeling of distrust felt by
employees (as well as investors, customers, bankers,
investment analysts and stockholders, to name a few)
highlights the need for trust in an organization.
According to Monster.com: “Trust is something
most of us take for granted in our work
relationships. We have to -- it makes business
possible. Without it, we'd be conducting cash-only
commerce among entities no larger than what one
person could supervise. But this trust cannot be
taken for granted. We should make sure everyone
knows just how central it is to business and
personal success. And it starts at the top.”
In
a webcast by LeadershipIQ, the problem of trust
is spelled out even more as they describe what
happens when employees don’t trust bosses. Things
move painfully slowly, productivity isn’t as good,
and 33% of employees’ decisions to stay or go depend
on trust in management. If you want to retain star
employees, the best place to start is to gain trust
with these employees. If they don’t trust your
management, they will find another company where
they trust management more…and that company may be
your competitor. Ralph Waldo Emerson wrote “trust
men, and they will be true to you; treat them
greatly, and they will show themselves great.”
Leadership IQ suggests three
characteristics that will allow employees to trust
their management and feel they are being treated
well: “Approachability, a tolerance for bad news,
and actually responding constructively.” The
Discovery Group has their share of advice as well:
-
Start Trusting Employees - To end the
cycle, management needs to show that it trusts
employees. Eventually, employees will feel that
they can reciprocate. This can be an extremely
difficult and agonizingly long process. It's
like lowering your weapons when you are being
continually fired upon.
-
Don't Withhold Information - Many
senior managers communicate on a "need-to-know"
basis. Information, such as future plans and
financial results, is often withheld from
employees for no good reason. Employees then
feel that the information they eventually do
receive has been intentionally sanitized or
delayed.
-
Be Honest at All Times - If employees
feel they have been mislead or lied to, their
trust will be lost, perhaps permanently.
-
Conduct More Face-to-Face Communication
- Employees find it very difficult to trust
senior managers whom they never see.
Management-by-walking-around is very
important.
-
Listen to Employees and Let them Know You've
Heard Them - Employees become extremely
distrustful when they feel their views or
suggestions are not heard. Management needs to
acknowledge employee suggestions by acting on
them and letting employees know that they did
so.
As seen in this research, the
problem boils down to building bilateral trust and
establishing good lines of communication. Abraham
Lincoln said, “The people when rightly and fully
trusted will return the trust.” The cycle needs to
start with trusting the employees and allowing them
to feel that trust. And this trust needs to be
established throughout the entire process. HR
Magazine writes that this even comes down to the
implementation of the plan of trust as “senior
leadership should trust HR to develop
integrity-building strategies, and HR should have
faith that management will execute them.” Entrepreneur
Magazine wrote in 2002 about the importance of
communication and how breaking trust down to its
core shows that communication is integral in the
whole trust process: “Good communication is grounded
in trust. No matter what people say, if they are not
trusted, they are not believed. Therefore, in order
to have good communication in an organization, you
must make sure that you do what you say you're going
to do. People who do what they say they're going to
do are trusted; people who don't are not.”
If you haven’t gotten the message yet
of why you should care if your employees trust you,
HR Magazine’s article includes Watson Wyatt’s 2005
survey which finds a correlation between employee
trust and the bottom line. If you don’t build up
trust with your employees, one way or another your
organization will end up suffering the end.