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10 steps to creating a culture of trust
The connection between workplace trust and better business outcomes is pretty clear, according to Richard Fagerlin, president of Peak Solutions, a leadership training and coaching firm. When managers and leaders trust employees, workers are empowered to take ownership of their work, leading to more innovation. Speaking recently at the Society for Human Resource Management’s annual conference, Fagerlin laid out 10 steps benefit and HR professionals can take now to ensure a strong culture that will produce results.
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Make employees thirsty
It’s imperative to create a vision for the organization. Make the case for why change is needed.
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Enlist the top, but drive from the bottom
“Yes, you must have senior leadership on board,” said Fagerlin. But it isn’t their job and will take them from what they need to do. Excite your base so the message spreads.
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Tell the truth
It might sound simple, but, he notes, employees are generally hungry for the truth. Don’t beat around the bush about why change is needed.
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Weed your garden
If you have any employee who can’t get it or won’t get it, help them move on to another organization where they will better shine.
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Tell their story
“It’s our job to tell the story of the amazing people in our organizations,” Fagerlin says. Find your heroes and tell their stories.
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Fight fair, and fight often
Keep the air clear. Unresolved conflicts can contribute to a toxic work environment.
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Accumulate experiences
If employee engagement is low, consider creating an experience. Your employees will talk about and bond over an experience more than they will over a simple activity.
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Make meetings matter
If they are necessary, make sure your meetings have a purpose and add value to your organization.
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Assume the best
Start off on the right foot and assume the best in everyone, says Fagerlin …
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Lead strong
… and lead with your strengths, he adds, acknowledging this can be particularly challenging when many lead by their weaknesses.