Establishing trust

Trust is the foundation of healthy organisational culture and can support the delivery of employee engagement, improved morale and increased productivity.  When colleagues trust each other and their leaders, they are more likely to take risks, share ideas, and work collaboratively towards common goals.

However, establishing trust in an organization is a complex process that involves consistent actions, transparent communication, and a commitment to ethical behaviour. 

Why is trust important? 

Trust is essential for effective teamwork and communication. It reduces conflicts and misunderstandings, leading to a more harmonious work environment. Without trust, employees may feel insecure, leading to decreased motivation and higher turnover rates.

What happens when you don’t have trust?

Lack of trust can lead to a toxic work environment. Employees may become disengaged, communication may break down, and collaboration may suffer. This can result in decreased productivity, increased absenteeism, and higher turnover rates. Ultimately, your organization’s overall performance and reputation can be negatively impacted.

Is this an HR responsibility?

Undoubtedly HR has a role in establishing and supporting organisational trust but, as always, the function should not act alone. Everyone has a role to play in building trust. Leaders and managers have a significant responsibility, they set the tone for the organizational culture and they must be aware of the shadows that they cast.  

How can ThinkingHR support the journey?

The role of HR is crucial in developing trust by implementing fair policies and practices, promoting transparency, and ensuring open lines of communication,this where best practice from ThinkingHR can support. In addition, facilitated team-building activities and other connection opportunities can help colleagues to further engage and build relationships.

We include questions on trust in our ThinkingHR Audit – a tool that can provide you with an HR solution