Kevin Wilde, vice president and CLO (chief learning officer), General Mills Inc. and Jane Hutcheson, vice president, learning and development, Toronto Dominion Bank Financial Group, think not.
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While this is probably true, there are ways that it can be encouraged in the workplace.
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First, it must be part of the culture of the company; and that begins with the leadership and management. One of the ways this is done is through open communication of your thoughts and experiences. The one thing that will cause distrust among employees and implode within a business is keeping things hidden in the eyes of the workers. Don’t let them be the ones to discover surprises.
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Second, show through hiring and firing the importance that trust is to your company. If you do make a wrong hire, deal with it immediately, don’t let the thing go on indefinitely. You want those in your company who share its vision and principles concerning trustworthiness.
Lisa Haneberg offers these suggestions for encouraging a culture of trust within a company:
Select high integrity talent
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Train/coach those that are willing and motivated
Quickly part ways will people who are not trustworthy
Build an environment where people are engaged in doing great work
Commit to these strategies and you will build a culture of trust that will result in great customer satisfaction for your company!
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