Trust in leadership is crashing worldwide across every kind of organization—business, nonprofit, government and news media outlets.
That’s unwelcome news when trust is the key ingredient for building a loyal and innovative workforce.
How, then, can you create an culture in which employees are confident in their organization’s leaders and enthusiastic about their own contributions to company goals?
A free tip sheet from Ragan Communications and Kollective—“8 ways to boost trust and transparency in your organization“—offers tactics for changing your internal culture to one of openness.
Experts from Kollective, the Edelman Trust Barometer, Great Place to Work and the spice and flavorings company McCormick & Co. explain a key discovery: When employees and customers trust its leaders, a company excels and is better able to weather crises.
To improve trust, start now, not when your company is in crisis, says Todd Johnson, president of Kollective. “The more equity you build with your employee base,” he says, “the better you will weather any kind of crisis.”
The guide covers these points (and more):
Edelman’s top five trust-building tactics.
Trust-building isn’t an exercise in spin. For an organization to achieve its goals, people must have faith that the leaders have their best interests at heart, says Tonia E. Ries, executive director of Edelman Square, which includes the annual barometer.
Why the way you communicate financials may be losing your employees’ trust.
Your executives think they’re being forthcoming. Are they instead confusing people, leading to distrust? The good news is that it’s fixable. The tip sheet explains how.
Why you must continually seek feedback from employees.
The gaming company Insomniac instituted a variety of programs to foster transparency. Learn what worked for them.
What surveys, large and small, can do to build morale internally.
“Our managers, our team, really take the survey to heart and really try to implement changes based on that feedback,” says Scott D. Robinson, senior manager of corporate communications. Find out how.
What employees want to know about closed-door decision-making.
Communicate the right news about a major decision, and you have a far better chance of bringing everyone on board.
How companies benefit when top execs show their human side. Employees want to know the bosses aren’t stuffed shirts. Find out how to open up.
To reach their potential in today’s market, enterprises must develop a modern communication strategy that engages employees in frequent, candid, face-to-face dialogue.
“Why doesn’t every CEO make this a top priority?” says Ann Nadeau, chief people officer and marketing officer at Great Place to Work, which put Insomniac on its list of top companies.