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Employers must rebuild employee trust now more than ever to increase engagement, productivity, and confidence.
Fremont, CA: For many employees, the pandemic has produced an environment of constant upheaval and unease. Employees worldwide confront unforeseen change and uncertainty, whether it's adjusting to remote work for the foreseeable future, implementing new COVID-19 workplace safeguards, facing salary cutbacks, working longer hours for less, worrying about job security, and more.
Employees are concerned about how their firm connects with critical topics that are now affecting society, such as the battle for racial justice, LGBTQ rights, the 2020 Presidential Election, and others, in addition to coping with operational and psychological uncertainties. Faced with increased employee scrutiny for their activities (or lack thereof) to support societal movements, changes in executive leadership and business policy have resulted.
Only one-fifth of HR leaders believe their employees trust company leaders, and abrupt corporate changes, particularly at the executive leadership level, can cause employees to be uncertain about the future of the company and their career and create further disconnect mistrust among the workforce.
The initial step in establishing trust is to be truthful, like in any relationship. Address any flaws or mistakes users made during the coronavirus crisis and utilize them to motivate change. Don't keep brushing them under the rug and go about the business as normal. When an employer admits to making errors, it is the first step in rebuilding trust and improving overall employer brand and perceptions. It is evident that users areas for development.
Workplaces could consider offering their loyal workers additional authority and accountability to reestablish trust with employees. Giving the employees new responsibilities demonstrates their trust, and rewarding hard work demonstrates real gratitude for the time and effort. Its appreciation will reflect favorably on the user as an employer, enhancing the company brand.
Allow workers to see the value they provide to the company, whether via displaying their work in the real world, sharing outcomes, or just having more dialogues and evaluations. Furthermore, rewarding exceptional performance will strengthen good connections and the workplace reputation.