In a workplace where care and concern for employees isn’t the general disposition, many managers feel like it is impossible to gain their employees’ trust. Instead, they focus on turning their sycophantic side towards executives, and hope to establish themselves using friendships with higher ups, rather than from being competent and capable managers.
What is important for management to understand is that earning their employees’ trust isn’t done by empty promises or word-salads, but by consistently showing up for the employees and taking the time to listen and implement their ideas, work towards solving their grievances, and supporting the employees in receiving what is justly theirs – even if it’s the bare minimum.
Trust isn’t about higher paychecks, bonuses, or any perqs or added compensation. Trust is simply based on the actions we show on daily basis, costs us nothing and requires no effort – as long as good intentions and benevolence is seen as the norm.
A workforce whose employment relationship with the employer is based on trust, is a workforce that gives 120% back, actively works towards bettering their workplace, streamlining processes, and finding ways to cut cost and make all business efforts more efficient – not because the employees get paid more for it, but because the employees feel they can safely contribute and participate.