Whether in the retail sector, technology development or financial services, all companies share the common interest of promoting trust among co-workers. While such an objective is not easily achieved and may take years to fully mature, it is the metaphorical glue that binds ideas together and allows minds to think alike.
Of course, there is not clear-cut recipe for building trust. You’ll need a team of psychologists to explain why certain people are less trusting than others. Nonetheless, there are steps managers can take to promote a culture conducive to such an objective.
To begin, you’ll need to narrow down the different types of trust and determine how they relate to your company’s specific habits and cultural milieu. Lou Dubois suggests in Inc. magazine that there are three basic forms of trust: capability, contractual and communication.
Capability trust refers to the process of allowing workers to make their own decisions and having faith in their results. Contractual trust involves the adherence to certain agreements, contracts and expectations. Finally, communication trust refers to the sharing of information and feedback in confident and appreciative manner.
How else can managers promote an environment of trust in the workplace?