Avoid 3 trust busters to boost morale and retention

A culture of confidence in workplace leaders comes down to consistency, promise-keeping and attentive listening. Follow this guidance on breaking detrimental institutional habits.

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Perhaps one of the greatest staff retention practices in today’s fast-paced environment is creating a culture of high trust.

When employees trust their boss, productivity increases and retention remains stable.

Stephen R.M. Covey, author of “The Speed of Trust,” says it best:

When trust is low, in a company or in a relationship, it places a hidden “tax” on every transaction: every communication, every interaction, every strategy, every decision is taxed, bringing speed down and sending costs up. My experience is that significant distrust doubles the cost of doing business and triples the time it takes to get things done.

Covey stresses the two primary components of trust building—character and competence:

Character includes your integrity, motive, and intent with people. Competence includes your capabilities, skills, results, and track record.

Within the competencies and skills category, assuming the character and integrity is intact, let’s look at three trust busters with easy remedies—trust builders—to significantly increase trust in your department, your teams and, indeed, your workplace culture.

Trust buster No. 1: Inconsistency

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