Trust Building Framework for Leaders

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Have you asked your employees “How much do you enjoy working here on a typical day?”

If you haven’t, then get it to already. Studies show that working on purposeful projects with trusted colleagues can increase happiness levels of employees. And, as the saying goes, happy employees make thriving companies.

Don’t believe me? Here are some statistics:

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As you can see, employees in companies with a high-trust culture reported greater energy, productivity, engagement and satisfaction. Likewise, they benefit from lower stress, absenteeism and instances of burnout compared to their counterparts in low-trust companies.

Paul J. Zak, founding director of Centre for Neuroeconomics Studies at Claremont Graduate University, authored a book titled “Trust Factor:The Science of Creating High - Performance Companies.” In it, he shares 8 behaviours that foster trust between the employer and the employee. These behaviours are not only measurable, but can also be leveraged to improve performance.

Ovation: Why do most employees quit? In a survey of 100,000 employees, an overwhelming 79 percent said that it was due to "lack of appreciation". Foster a culture that appreciates and celebrates the achievements and contributions of employees. This will in turn, motivation them to work harder. Recognition is most effective when it occurs immediately after the achievement. Public praise of individuals will also encourage others to work as hard.

Expectation: Assign your employees difficult, yet, achievable projects. The moderate stress resulting from this latest assignment will release neurochemicals that will boost their concentration level and reinforce social relationships. However, make sure that the goals you set are attainable and have a concrete end in sight. Otherwise, they might call it a day even before they start. As a leader, check in frequently to ensure that they’re on track and feel free to readjust goals that you feel are extremely easy / difficult to achieve.

Yield: Once your team has undergone the requisite training or orientation, take a step back. Convey that you trust that they can figure things out without handholding. Since everyone has their own style of problem solving, you might even see some innovative practices and creative solutions come into the picture. You can, however, use risk management procedures and supervision, to ensure nothing spirals out of control.

Transfer: What do you think is more effective? Assigning tasks or empowering employees to design their own job? It shouldn’t come as a surprise that letting employees take control of what projects and tasks they want to contribute to will elevate their productivity levels.Clear expectation setting at the start and 360 degree evaluations at the end will ensure that everyone stays accountable.

Openness: Uncertainty causes stress. If you know everything there is to know, you will stop worrying about the “if”s and “but”s. Same goes for your employees. Being transparent, will relieve the stress of not knowing, and therefore create high trust levels.. Openness is the solution.

Caring: Do not think you are wasting time by showing concern about the mental, physical and emotional well-being of your employees and encouraging them to care for each other.By connecting and collaborating with others, one can boost his/her own productivity. It will also build trust and respect amongst employees. If you show them that you care, they won’t jump ship easily.

Invest: If you want to retain your employees, training them may not be sufficient. Instead, invest in their career and personal growth. Growth in only one area can have negative effects on their performance. “Whole Person Development” leads to greater levels of engagement and higher retention rates.

Natural: Asking for help is not a sign of stupidity or weakness. Being open about it can build respect and credibility for the individual. By telling others that you require their help, you are tapping into the natural human tendency to cooperate and collaborate. It can prove to be more effective than merely assigning others to do things that you are stuck on.

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