A report from human resources consultancy DDI shows only 46% of leaders fully trust their direct managers to do what is right, and only 32% trust senior leaders within their company, according to Fast Company.
A lack of trust can have a significant effect on a company, its leaders and its employees. Fast Company shares the following ways teams can be affected when employees do not trust leaders.
- Employees do not listen. Just because you tell people to do something, it does not mean they will do it. They can tell when you are inconsistent between what you say and what you do. If employees cannot trust what you say, they are unlikely to listen to it.
- Employees disengage. When there is no trust, employees check out emotionally and mentally and are more likely to quit when they get the chance. Disengaged employees often do the bare minimum at work and can become toxic and hostile to the company.
- Employees stop innovating. Employees who trust their leaders are less likely to innovate, speak up or take risks because there is no psychological safety. They feel unsafe because they do not trust that their leaders will support them, which can cause productivity to take a dive and inefficiency to thrive.
- Miscommunication happens. A lack of trust can make it unlikely for employees to try to collaborate outside of their immediate circle, which negatively affects inter-team communication and increases the likelihood of mistakes. This can cause frustration and conflict as the quality of work drops.
To restore trust, leaders must be self-aware and show their teams they are trustworthy. They must set an example for everyone at their company and be sure their actions match their words. A good start for leaders is doing an audit regarding the four elements trust comprises—competence, reliability, sincerity and care—and seeing where they might be falling short.
