Today’s employees are seasoned Internet detectives with a thirst for transparency and a healthy dose of skepticism. Before they even apply for a job, they’ve probably read your reviews on Glassdoor, reviewed insider information on LinkedIn, and compared your perks to those of unicorn startups around the world.
In this the age of hypertransparency, attracting and retaining top talent depends on one key factor: trust. And if you’re not careful, the challenges of today’s work environment can create a trust gap between you and your teams.
Building trust with your current and potential employees is key. It means the difference between a passionate advocate raving about your culture on social media and a disgruntled ex-employee airing their grievances in a viral blog post.
Why the trust gap is widening
The key to building a high-trust company culture is to first understand what’s causing the gap. And the modern workplace creates unique challenges for bridging the employee trust gap.
Consider the following recent events that may change priorities:
The AI threat
The rise of artificial intelligence in the workplace is both exciting and a little unsettling. It can be simplified HR processes and eliminate hustle and bustle.
But employees may worry that this tool will devalue their hard-earned skills. Or that their performance ratings will be dictated by cold, emotionless algorithms instead of human understanding.
The fear of becoming cogs in the automation machine can make it difficult to balance the integration of artificial intelligence with employee trust.
Transition to hybrid operation
Caused by the pandemic hybrid work model it left some employees in limbo, unsure of where they belonged.
Those with less personal connections might fear being left out of the loop. On the other hand, remote employees might feel scrutinized under the digital microscope of employee tracking software.
Either way, employees may question management’s commitment to fairness and flexibility. A lack of clarity about expectations and poor management can be detrimental to building trust in hybrid workplaces.
Awareness of equality and inclusion
From the gender pay gap to concerns about diversity and inclusion, employees are increasingly attuned to workplace imbalances. Differences raise concerns about unfairness or exclusion. And proximity bias can make remote employees feel left out or undervalued.
When companies preach equality but practice favoritism, the trust deficit explodes. This concern can lead employees to doubt the veracity of management’s promises.
Keep equality and inclusion above all else
Deliver effective and impactful diversity training with TalentLMS.
A training platform consistently ranked first by users.
Bridging the employee trust gap: 6 pillars for building trust
On the positive side, the above problems present opportunities for growth. Understanding the reasons for the widening trust gap gives you a starting point for implementing strategies to build employee trust.
“Trust” may seem like a vague concept. It’s not necessarily clear how to start improving something so nebulous. But there are several “pillars” or principles that create a foundation for trust in your workplace.
Here are six pillars of workplace trust (and strategies to build them) to help you bridge the trust gap.
Pillar 1: Transparent communication
When employees don’t have a good sense of the big picture, it can be hard to trust the company’s decisions.
To build trust, make sure everyone has a shared understanding of what’s going on. When employees know the “why” behind the decisionsthey feel included and valued.
Open communication also builds a sense of security. It allows employees to voice concerns and ask questions without fear of judgment. And it strengthens the bond between management and employees.
Implement communication strategies to build trust at work such as the following:
- Open forums
- Regular company updates
- Regular employee performance reviews
- An honest dialogue about challenges
Pillar 2: Integrity and fairness
When people are not treated equally (or at least not perceived to be), it can create resentment and suspicion.
Honesty breeds trust. It also shows respect for your employees, which gives your team members a sense of belonging and a shared purpose.
Look for ways to insure yourself include and treat all employees equally. This may include:
- Conducting regular salary audits
- Offering equal opportunities for career development to remote employees and office employees
- Consistent implementation of the ethical policy
- Promoting diversity and inclusion initiatives
- Offers employers training on unconscious or proximity bias
Pillar 3: Empowerment and development of employees
When employees feel trusted with responsibility, they are more engaged and invested in their work.
Providing opportunities for skill development and career advancement shows that you believe in your team’s potential and value their contributions. It builds loyalty and motivates them to go further.
Here are some examples of strategies for closing the trust gap through empowerment:
- Encouraging learning through conferences, workshops and mentoring programs
- Creating stretchable tasks and opportunities for project ownership
- Restoring your training strategy for the hybrid workplace
Meet TalentLibrary™
A growing collection of ready-made courses covering soft skills
that your teams need to succeed at work
Pillar 4: Social responsibility, ethical practices and sustainability
Employees want to know that their work has a purpose. They want to work for a company they trust to operate with integrity and make a positive impact on the world.
In fact, research shows that purpose-driven employers have happier employees, higher growth rates, greater innovation, and lower employee turnover.
Aligning your company’s actions with its values demonstrates authenticity and a commitment to something greater than profit.
Take steps to make sure you build confidence in your purpose. For example:
- Align company values with responsible social and environmental practices
- Get involved in volunteering opportunities in your local communities
- Demonstrate commitment through transparent reporting on social impact initiatives and sustainability efforts
Pillar 5: Continuous feedback and improvement
Regular feedback builds trust. It shows employees that you care about their development and well-being. Shows openness to learning and improvement. And it creates an environment where everyone feels that their voice matters.
Create regular opportunities to offer and receive feedback. Then continue troubleshooting by taking steps. This type of direct action shows that you are committed to real change and helps build sentiment partnership and progress.
Use continuous feedback to bridge the employee trust gap with strategies such as:
- Holding regular performance reviews
- Using 360 degree feedback surveys
- Conducting anonymous polls in which employees can express their opinion
- Taking action on feedback and publicly sharing the steps you will take
Pillar 6: Growth Mindset
Fostering a culture of learning and experimentation opens the door to innovation and resilience. When people see mistakes as an opportunity to learn and grow, it creates a safe space to take risks and push boundaries.
Help people believe that you support individual development and that you will allow them to learn from their mistakes. Not only will you improve collaboration, but you’ll also build a team that can thrive in a rapidly changing world.
Here are some ways to help build a culture of adaptability and learning:
- Make time for learning on the job
- Supporting employee growth beyond current roles
- Discussion of mistakes and lessons learned
- Investment in innovation and change management initiatives
- It offers opportunities for cross-functional collaboration
When trust becomes your biggest investment
Building a high-trust company isn’t just about creating good feelings. It’s a strategic investment in your long-term success.
But trust is not a quick fix. It is cultivated through consistent, deliberate action. You have to “walk the walk” over time to build real trust.
good news? That investment pays off exponentially. The more you invest in the above pillars and employee trust building strategies, the more trust grows. And the more trust grows, the stronger your company becomes.
So, accept the long game. Focus on building a foundation of trust and watch your team and your company’s success grow.