Dennis S. Reina, PhD and Michelle L. Reina, PhD have devoted their professional life to building and rebuilding trust in the workplace because, in their words:
“Business is conducted through relationships and trust is the foundation of those relationships.”
Photo by Jesse757, Flickr
While working directly with organizations for over 20 years, in those that foster relationship and trust-building behaviors, they found that employees focus on the work they were hired to do and productivity increases. When trust is damaged, however, morale and productivity begin to decline and turnover increases.
Although it’s possible to destroy trust with one significant betrayal, usually trust is eroded over time as a result of many small incidents and behaviors. Here are ten behaviors that will result in the death of trust among the people you work with.
Lying:When someone you work with lies to you, either by telling you something that’s simply not true, or by failing to tell you something important, trust is (sometimes irretrievably) damaged.
Crying wolf: In the well-known children’s story, The Boy Who Cried Wolf, a young shepherd boy likes creating a panic and being the centre of the resulting attention, so he repeatedly sounds the alarm, claiming that the sheep are in danger from wolves. Unfortunately, his grand-standing and over-dramatization causes the townspeople to distrust him, and they don’t come to his aid when he faces a real wolf. People who create unnecessary drama or false urgency by exaggerating the seriousness of situations they face in the workplace, gradually lose the trust of their colleagues.
Hoarding information: Refusing to share information that co-workers and reports need (or would benefit from), sends the message that the hoarder’s need for control is more important than co-workers’ need to know. If the information is then used to “one-up” others or to knock down their ideas, trust declines further.
Disconnecting talk and action: One of the fastest ways to send trust on a downward spiral is to say one thing and do another. Contradiction between words and actions rapidly undermines trust.
Making end runs and other sabotage: Backstabber is a powerful and evocative word. When we go behind someone’s back or over someone’s head to get what we want, we may deal trust a fatal blow.
Bullying and browbeating: To trust someone, people need to feel safe with that person. Bullying and browbeating others leaves them feeling vulnerable and abused and as far from trusting as it’s possible to be.
Failing at follow-through: When someone promises to follow through and then doesn’t, co-workers are disappointed and frustrated. When follow-through failure is the rule rather than the exception, people simply stop trusting.
Stealing credit: Taking credit for work done by others demonstrates pure self-interest. While an isolated incident might be forgiven, habitually stealing credit from others kills trust dead!
Acting like a weathervane: It’s hard to trust someone who randomly changes direction for no apparent reason. Heading “any way the wind blows” or changing the plan “just because,” throws people off balance, makes them suspicious and blows their trust away.
Refusing to communicate: Working relationships are built on communication. Refusing to interact with the people at work makes it impossible to establish trust. Withdrawing communication after a good working relationship has been established puts trust on life support with a terminal prognosis.
Building trust takes work. Destroying it can be effortless. If someone on your team is exhibiting any of these ten habits, it’s time for a reset. Make sure to turn that mirror on yourself as well. Don’t wait until the wolf is snapping at the sheep to find out you’ve lost the trust of your team or your colleagues. Aside from losing the business benefits Reina and Reina have seen demonstrated in a high trust working environments, it's hard to survive at work when trust is dead.
NetSuite TribeHR helps cultivate a high-trust culture with next generation Social HR tools.
I sat down to write today’s blog and decided I needed a mood lightener. First, I thought about sharing one of those hilarious “it could only happen in HR” stories. But we’re not a big office and I’d run the risk of exposing personal information about an employee, so scratch that idea.
Next, I dug through my humor folder, where I save stuff that tickles my funny bone, to see what popped. I had a reminiscent chuckle over this unattributed list found on a forum a while back.
Rules Left Out
20 Secrets of the World's Greatest Coaches
Cleaning out some old files I came across a handout from a coaching workshop I attended some years ago. A single sheet of paper with the heading “The Coach’s Toolbox” and a list: Twenty Secrets of the World’s Greatest Coaches.
Heartfelt Coaching by woodleywonderworks, Flickr
The page included a scorecard with the obvious intent of allowing participants to score themselves (from 1-5 on each attribute). It was blank. I’m not sure if that means I was uncomfortable scoring myself when I received the handout, or
Pirate Bold. Wikimedia Commons, public domain
In spite of the fact that succession planning is identified as a critical and strategic component of HR management, even major international corporations often get it wrong. Here is a quick review of what we consider to be some of the more damaging succession fails in the past few years.
Ron Johnson was brought in to J.C. Penney as CEO to preside over an attempted company makeover. While he was busy abolishing price markdown sales in favor of a “Fair and Square” pricing strategy and attempting to turn
Aside from managing core HR data, Human Resources and technology may seem like an oxymoron at first glance. But in today’s tech and media saturated environment, managing data is only the beginning. At SHRM 2013, the SHRM Special Expertise Panel shared the following current and emerging HR Technology Trends. And one trend is crystal clear; HRIM is not just about employee data anymore.
1. HR Data is Secure in the Cloud
The cloud is a secure place to do business. Even the U.S. Federal Government manages payroll and other government business in the cloud, as Amazon was happy to
All of us at TribeHR are excited to (once again) be hosting the Carnival of HR. For this week’s carnival, we asked HR bloggers to send us their best (recent) posts about making HR fun. When HR administration is slowing you down, that can be a tough theme. But as always, the HR blogosphere was up to the task.
We only picked the best posts for inclusion in this week’s carnival. Here are the top 3 ways that HR makes its own fun:
3. Meetings and Metrics
As Karin Hurt at Let’s Grow Leaders (subscribe here)
To try to boost employee performances, most businesses offer performance reviews on a regular schedule. Unfortunately, many managers and HR professionals never receive specific training on how to make a performance review useful and effective. As a result, performance reviews often end up having little impact on, well… anything at all. Here are the top 10 mistakes:
Mistake #1: Vague feedback.
Mistake #1: Too Vague
Whether it’s a lack of preparation time, an inability to communicate effectively, or a fear of offending an employee, a lot of reviewers use vague language in their performance reviews. Worse yet, some reviews contain only numbers
Wouldn’t it be easier to keep your entire team disengaged? Think about it; they walk in the door with their own laundry list of personal baggage, for some reason they want to be respected, they’re ambitious, and sometimes they even get distracted.
So why bother? If you’re ready to destroy your company and shatter morale, we’ve got 13 unlucky tips for you! WARNING: No HR Manager worth their salt would follow this advice—the results would be ugly. So please enjoy the laugh, then go back to doing what you do best.1. Forget about sincerity
Corporate culture is loosely understood to be the shared attitudes and values of employees in a company. But what happens when a business experiences significant growth in a short period of time, as many startups do?
Frequent hiring and rapid turnover can mean substantial changes to your organizational culture, and not all of them will be positive. That’s why it’s crucial for every business leader to make an effort to define and reinforce the corporate culture their organization wants and needs.
Many companies choose to hire human resources professionals to help maintain their culture and take responsibility for
When an employee loves their job, there are obvious signs. They’re friendly, meet deadlines, are visibly productive, and seek out opportunities to help the rest of the team.
What happens when an employee is contemplating a job move, though, is quite another story. Fortunately, if you can pick up on these signs early enough, you may be able to prevent turnover and keep your team intact.
1. Sudden illnesses: It may seem as though the employee is suddenly taking a lot of sick days. Alternatively, they may frequently come to work for just a few hours before unexpectedly going home