Trust is becoming increasingly important for the health of modern-day businesses. A recent study was done to find out how trust improves your bottom line, which showed that organizations with high trust perform better financially, have higher productivity and tend to give a better or higher quality product or service. When employees trust and respect the organization they work for, they are more likely to have higher senses of motivation and job satisfaction which in turn, of course, encourages employees to put more effort into their everyday duties.
Now, all of this sounds so great. You might be wondering how all of these improvements are made through just simply adding a bit of transparency and trust into your organization. But you best believe it! Improving the trust levels between employees within an organization is one of the cheapest ways to improve your company’s bottom line, so why not give it a shot? It’s easier than you think.
Clear, transparent communication is a major key when building trust in an organization. If everyone is in the loop and feels like there are no secrets, it will be easier for them to trust what you have to say when communicating important information. As well, being mindful about including every group in the conversation is extremely important. If groups of employees feel excluded, it can cause negative, untrustworthy feelings towards you as a communicator and the business in general. Typically, organization’s that fail to be transparent and inclusive with their employees tend to have lower job satisfaction and ultimately does not promote a trustful working environment.
As a key internal communicator, it is important to show true and genuine interest in your employee’s personal and work goals. I think we can all agree that it feels good when you know someone genuinely wants you to succeed. Help all of your employees feel this way by showing interest and even sending them information that can help them achieve these goals if it comes up. By doing this you will help employees feel like their goals are valued by you, and that it is one of your priorities as an internal communicator is to help them achieve these goals. With this in mind, if people are feeling that you are working to help them in every aspect, they will naturally gain trust in you. This will make it easier when needing to convey important company information or send out news that employees may not be happy to receive, as they will believe that you have their best interests in mind.
Although usually easier said than done, communicating respectfully and rationally is necessary when building trust in a communications role. When people feel that your reaction was disrespectful or rude, it can ruin their ability to feel comfortable coming to you for help or clarity. The same old saying “treat others how you would like to be treated” is still relevant as an internal communicator in business. Think about what would make you feel comfortable when speaking to an internal communicator and try to be that individual for your employees. This will make your employees feel like they can come to you with any question or comments, which will be beneficial as it will allow you to get a deeper look at what is going on for employees in your organization.
We’ve all heard it many times before… Consistency is key when it comes to building trust. Delivering quality work on time, every time will help employees trust that things will get done, and well too. It is important to reassure your team that they don’t have to wonder if the work is going to get done or not. Especially when in a communications role. By producing and delivering consistent work on time, you’ll be able to prove that you will produce great work for anyone needing, and on time while promoting trust in the organization. Don’t be afraid to communicate with people when requested work gets pushed or falls behind. You want your employees to trust that no matter what, the work will get done and if it’s going to be late, they’ll know about it.
Asking for feedback is a great way to build trust as an internal communicator. It shows that you care about people’s preferences and opinions about how they like to give and receive communication. This helps promote a transparent and inclusive work culture. As well, when people are feeling like you are genuinely interested in their thoughts and feelings towards an operational matter, they are more likely to become an advocate for you.
Feedback can become a huge asset when looking to upgrade any internal communications process. By collecting feedback relating it to different communication-related tasks, you can easily find out what is working for people and what needs to be re-evaluated. This will also give you the most accurate information regarding updating communications strategies as it is personal to your company.
Have I convinced you yet? See, it’s not so hard to build trust between you and your co-workers. All you have to do is be honest, interested, respectful, consistent and willing to make adjustments. So, go ahead! Try it out for yourself if you haven’t already and enjoy the benefits that a thriving organization brings to your company’s bottom line. Want more information on using internal communications to build trust in organizations? Contact us today!