The document outlines several ways for organizations to build trust in the workplace. It recommends involving employees in decisions that affect them, paying close attention to relationships between managers and employees, and trusting employees at every level by allowing them to provide feedback and make decisions. Additionally, managers should provide constructive feedback to employees, be consistent in expectations and coaching, adequately reward accomplishments, provide needed resources, and set and adhere to clear company values.

1. Ways to build TRUST
in
workplace ARISE TRAINING & RESEARCH CENTER

2. Involve staffers in decisions directly affecting them.
• Employees don’t want to be left in the dark
while a decision is made. If specific
departments are directly affected by a
decision, include the employees involved in the
process.
• During the decision-making process, hold a
meeting so employees can voice concerns and
ideas and be heard by managers.
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3. Pay close attention to relationships.
• When an employee quits, it's often due to a boss.
A CareerBuilder study released in January found 37
percent of the employees surveyed were likely to leave
their jobs this year due to a poor opinion about
the performance of a boss.
• According to Interaction Associates, a quarter of
employees trust their boss less this year than they did in
2013. To improve trust, make relationships a priority.
Encourage managers to promote transparent
communication and offer to help employees when it's
needed.
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4. Trust employees at every level of the
organization.
• Trust must be reciprocated in the workplace. If
a company wants its employees to trust
managers, then the converse should be true.
• To build trust, let staffers give feedback and
make decisions. If employees have the
opportunity to contribute ideas, they’ll be more
likely to trust the boss.
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5. Provide constructive feedback.
• Employees perform better when managers give
constructive feedback. Instead of punishing
employees for failures, speak positively about
staffers and deliver the feedback they need to
improve.
• If an employee misses a deadline, don’t
immediately exact punishment. Ask the staffer if
anything would help him or her avoid that
mistake in the future and teach the person how to
manage his or her time better.
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6. BE CONSISTENT
• Never play favorites or create vague
expectations. This will only cause confusion
and breed distrust among staff.
• A manager can’t expect a new hire to be as
efficient as someone who has worked at the
company for years. Coach employees and give
them the training needed for them to
be successful.
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7. Adequately reward accomplishments.
• Achievements by individuals and teams should
never go unnoticed in a workplace.
Otherwise, employees will feel undervalued by
their employer and the distrust will deepen.
• If an employee secures a new client, offer a
bonus or publicly recognize the person for the
hard work.
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8. Provide employees with needed resources.
• Employees want to successfully perform their
responsibilities. But if an employer fails to
provide the resources they need, staffers will
begin to lose faith in their company's ability to
help them accomplish goals.
• For example, if an employee says his or
her computer is too slow to complete work
efficiently, don’t ignore the situation. Take action
and find a way to provide the technology that will
help an employee complete the job effectively.
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9. Set company values and adhere to them.
• Trusting organizations need a set of values for each
manager and employee to follow that establish the
company's standards and hold management
accountable.
• every employee to find out his or her personal
values. Then the company could better create values
for the organization that every employee could
abide by.
• Ideally, the company already has values set in stone
and adheres to them when hiring new employees.
After all, if an employee is a poor cultural fit, both
the organization and the staffer will suffer.
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