Don't Lose Your Trust

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Would you be proud to show it to your mom? Could one or both of those maybe work for you?

Traditional discipline policies are and tend to cause an escalating cycle of threats and minimal resolutions. When we don't experience trust, as when we don't experience safety, we shut down, protect, and hide our vulnerability. If you have lost the trust you are not alone. Get smart, learn how to and works for human readers.

Don't Lose Your Trust

Three years ago, of CEOs were concerned about a lack of trust in businesses, according to the PwC Annual Global CEO survey. Across industries, that number has climbed to 55%. A high level of trust between managers and employees defines the and drives overall company performance and revenue. If employees are tight-lipped about problems until their manager exits the room and then suddenly have lots of things to tell me about his secretiveness, bullying, and penchant for pitting them against one another, the problems are easy to identify. Less-obvious causes of distrust tend to originate more from the traditional environments in which leaders have been mentored than from specific behaviors of well-meaning managers. For example, traditional leadership training often focused on rule enforcement, which is akin to parent-child communication and not how trustworthy adults function. From innovative interview tactics to involving your team in the decisions, using smarter hiring practices can result in hiring honest, accountable team members who create and sustain a culture in which people can count on one another. So ask questions that determine character. For example, ask when the person has tackled extra work to help their organization or team meet critical goals. Finally, check those references! People who are fired for breeding distrust are serial job hunters. The Society of Human Resource Management found that of companies that checked references uncovered falsities about the length of previous employment, and 51% discovered false claims about past salaries. It also found that 61% of candidates lied about their college credentials. Checking references might seem tedious, but replacing bad hires takes a lot more time and money. For managers, that cynicism can manifest as negative assumptions that employees are lazy, are incapable of directing their own behavior, or lack integrity. Managers who hold negative assumptions micromanage, lock up needed supplies, withhold important information, and create senseless rules and policies, causing even the best people to lose passion for what they do. Years ago I worked with an executive who told me he wanted his employees to act like owners — but he refused to give keys to plant workers who arrived before the office staff. To demonstrate positive assumptions, show that you reject micromanaging. Give challenging assignments with the clear and confident belief that your expectations will be met. When managers demonstrate positive assumptions, employees respond in kind. A management action or decision that might normally be questioned or unpopular is accepted because employees trust that there is more to the story. This provides everyone with a level of comfort during times of rapid change and growth. But doing this strips people of their individuality and unique abilities to contribute. The same logic applies for disciplinary issues. Weigh the potential risks of one-size-fits-all disciplinary policies against the real costs of turnover, low morale, and corresponding decreased performance. Traditional discipline policies are and tend to cause an escalating cycle of threats and minimal resolutions. A better approach is to have adult discussions that seek to determine the cause of a problem and to expect employees to identify and act on their own solutions. This counseling-style approach is quicker, is more respectful, and provides significantly better results. When people believe their leaders are looking for the causes of performance issues so they can facilitate a solution rather than where to place the blame, they have enough trust to admit errors or mistakes upfront and accept personal responsibility in taking actions to solve them. It starts with communicating the clear expectation that any violation of trust, no matter how small, is completely unacceptable — and that people who do violate that trust will lose their jobs. Management was visibly upset the day he was terminated but heard no outcry from his fellow team members, proving that even little white lies can destroy trust. To use a related example, most companies have a zero-tolerance policy for being at work under the influence. The flip side of a zero-tolerance policy about lying is that management must be held to the same standard and admit mistakes. We all mess up eventually. And you get what you give. When you create bureaucracy to protect yourself, you not only fail to execute those essential duties, but also instill unease and mistrust in employees. But by tearing down barriers and making trust a top priority for everyone, you can expect loyalty, dedication, and high performance from those who will ultimately determine the fate of the business: your people.

The flip side of a zero-tolerance policy about civil is that management must be held to the same standard and admit mistakes. A management action or decision that might normally be questioned or unpopular is accepted because employees trust that there is more to the story. As you do, there are specific things you may ring to regain someone's lost trust in you - if they are guided by their true Self. If something seems to good to be true, it probably is. Betrayal is the opposite of trust. The journey without a map begins. I recognize this longing, still, after decades of responsible on the planet, after knowing it's an illusion, after knowing the joys of dont lose your trust trust. At the same time I repeatedly asked Rachel to hold her own pain until Miranda was done, because there was simply no way that Miranda could listen to her. I and to get from Point A to Point B in the quickest amount of time possible.