Trust and Profit

I read recently that employees who trust their management team deliver 108% value to their share holders. Employees who do not trust their senior executives only deliver 66% back to their share holders.

Is it really a surprise to anyone that trust is the foundation of a harmonious, synergistic and efficient work environment!?

NO – but building trust in the workforce isn’t so easy for some. It should be, but it’s not. First of all, *it* rolls down hill - which means that it all starts at the top.

It’s close to impossible to trust in a person or management team whose actions are inconsistent and unpredictable. This generates a work environment that’s fraught with secrecy, internal competitiveness, and political partisanship. I can only hope that no one has to experience an environment where it feels more important to protect your butt then getting results or serving the customer. (~shudder~)

Trustfulness - and trustworthiness - can exist only if top management sets the example through predictability, caring, and faithfulness. When an executive’s behavior is consistent over time and others can reasonably predict that behavior, trust is built.

The fundamentals of building trust are simple, but can only be accomplished over time and with sincerity.

Keep promises Tell the truth Communicate openly Consider all employees equal partners Focus on shared, rather than personal goals Do what's right, regardless of personal risk Is it me, or are these no brainers? They may sound a bit like Sunday school rules – as they should. These are the basic guidelines of virtue.

In business, being virtuous can equate to profits. I want to take example from a few of our most successful business leaders: Henry Ford, Lee Iacocca and Jack Welch. They built trust among their peers and subordinates, and it was this that spurred success and greatness for their companies.



Trust and Profit - To learn more about this author, visit Patti D. Hill's Website.

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