The great Resignation is fully underway. Companies of all sizes are experiencing employee exits at all job levels. Owners and executives simply wonder why?
There are great theories about work-life balance value shifts, government intervention, and ‘disincentives’ among many other plausible ideas.
Yet one area remains a big contributor. That area is TRUST.
There is a basic loss of trust in the workplace. Employees are feeling disenfranchised. They watch as CEO pay and other external factors impact their way of working. Decisions get made by the bosses, but little if any trust is displayed in the worker.
Why should they be the ones expected to remain loyal? And now, with the pandemic opening of Pandoras’ box about work-life balance, employees are leaving corporate America by the millions. Yes, millions, not just thousands.
Employers need to ramp up the game when it comes to building trust at work. There are proven, tangible ways to increase the levels of trust across your work team, but it takes leadership focus and energy to get there.
However, rather than delve into that alone, why not find a blueprint? One that has been used for decades with great success.
The Program is Now
My colleague, Roger Ferguson, and I have teamed up to present you with the full program for building trust at work. In fact, our book is titled just that “Trust at Work.“
In this book, we introduce you to the Team Trust Model, a six-step outline of key essentials for understanding where and how to address the main concerns your employees have. Face it. Employees show up every day with questions. Questions like ‘Do I even want to be here?’, ‘what’s the point?’, ‘What’s the plan?’ and many more.
In other words, Leaders who create clarity for each of these key questions will see trust building inside the team. More and more, employees will learn to trust the boss and the team.
You can become a leader who builds trust.