One of the most important aspects of building a strong and effective organizational culture that guarantees success is cultivation of trust. Trust between employees and the management is very important. An environment that lucks trust is characterized by hostility, lack of cooperation between employees, dishonesty, and low productivity (Gilbert, 2002).
The attitudes and interactions of members in such an environment hinder development that would be beneficial to the organization. Encouraging effective communication is one of the ways used by organizations to foster trust between employees and management.
Behaviors that generate trust include confronting reality, keeping commitments, listening keenly to employees’ problems, fostering transparency, demonstrating respect, working hard, delivering results, fulfilling expectations, practicing accountability, taking responsibility, and believing in other people (Gilbert, 2002).
These behaviors develop trust when practiced by both employees and members of the management team. On the other hand, behaviors that destroy trust include disrespecting other members, meanness, dishonoring promises, being pushy and inconsiderate, failing to listen to employees, being vulgar and loud, and dishonoring commitments (Reina, 2009).
Developing proper communication channels is one of the most effective ways of fostering trust in an organization (Russell, 2012).
Communication behaviors that promote trust include fostering dialogue and open communication, ensuring that messages are clear and comprehensible, putting into consideration the feelings and emotions of others, avoiding vulgar or abusive language, soliciting for opinions from employees, giving employees a chance to express themselves, and developing deep listening skills (Reina, 2009).
On the other hand, communication behaviors that destroy trust include insensitiveness during discussions, lack of dialogues, issuing insensitive orders, using vulgar language, denying employees an opportunity to express their opinions, feelings and emotions, using demeaning language, and using complex language that members fail to understand (Russell, 2012).
In addition, using hostile word and expressions to address employees also destroys trust. Members deserve respect. Therefore, it is important for management to avoid using words that could annoy or disgust employees in any way in order to cultivate trust.
At my previous place of work, the management destroyed trust by ignoring employees and failing to respond to their grievances. A prolonged standoff that ensued affected the organization adversely. Employees were seeking better pay because the management had increased their workload tremendously. However, their efforts to have their requests considered were turned down. The management claimed that employees were reacting out of greed and sheer insensitiveness.
The management’s response reduced the productivity of the organization significantly because employees were not motivated to work as hard they used to before the incident. Employees lost trust in the management and this led to a strained relationship that affected the organization adversely. During that period, the management declined to negotiate or hold any discussions with employees. Communication was poor and the management distanced itself from employees.
However, after periods of reduced productivity and effectiveness at the workplace, the management decided to consider their plight. It took a lot of discussions and dialogues to restore confidence and trust. The consequences of the incident were severe because it took the organization more than three years to rebuild its employees’ trust and confidence.
Communication and trust are paramount to achievement of success in any organization. In order to foster trust, it is necessary to cultivate good communication behaviors. Commitment, honesty, responsibility, and accountability are examples of behaviors that foster trust. It is important for employees and the management to adopt them in order to develop an organizational culture that encourages cultivation of trust.
References
Gilbert, M. (2002). Communication Miracles at Work: Effective Tools and Tips for Getting the Most from Your Work Relationships. New York: Conari Press.
Reina, D. (2009). Trust and Betrayal in the Workplace: Building Effective Relationship in your Organization. New York: Springer.
Russell, N. (2012). Trust: the New Workplace Currency. Web.