Company leaders speak out about strategies to build trust in organizations where it's quickly eroding because of the dynamic changes in the workplace due to the pandemic.
Hammell noted that employees, specifically remote workers, have turned to hiding things from their managers as they are concerned their employers will use this information against them to either give employees more work or use for the ground of termination, further blurring the lines of a work-life balance and the idea of privacy in the workplace.
Both Hammell and Moran believe that creating a culture of transparency is key. Hammell believes there are many solutions employers can implement within their organization to earn greater trust from their employees and create a level of transparency that may not have been there originally.
And Moran agrees that transparency and vulnerability set the stage for real change to be made and establish trust throughout an organization, although realistically, he acknowledged that not all employees are going to be comfortable with being vulnerable from the get-go. “It’s also important to remember that being vulnerable is a learned trait, and beyond that, understand why this quality is desirable,” Moran said.
“If inclusion and belonging are the ultimate blocks in the pyramid of employee engagement, open lines of communication between colleagues and managers are the glue holding it all together,” Moran added. “A company made up of employees who aren’t afraid to share their feelings with colleagues and managers, feel supported in taking risks and feel comfortable speaking up creates a stronger, more purposeful work environment. And it all starts with opening the lines of communication,” he concluded.
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