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“Never rob another man’s rice bowl.” Chinese proverb.
Even in our “social security” society the loss of a person’s job is likely to adversely affect their life. If you, as a manager, are deemed to be responsible for anyone losing their job your integrity is affected in the eyes of your employees.
In this instance the description of integrity I use is, “perceived consistency of actions, values and principles”.
When someone is made redundant a “contract of employment” (real or imagined) has been broken by the employer. Employees tend to perceive this as a lack of integrity on the part of the employer. Of course they may not be right, but this is not about right and wrong, it is about the way they have interpreted events and the consequent feelings that arise.
The moment cut-backs begin, people start to fear the consequences even if they are not directly affected themselves. The grapevine goes into overdrive and the bond of trust between manager and employee breaks down even as the rumour mill heats up. It will take much time and effort to rebuild the “bond of trust” between managers and employees that is such a powerful driver of people.
Client: So, how do I rebuild that bond of trust?
Coach: There are five foundation stones on which you can rebuild:
Maslov's Hierarchy of Human Needs
1. Recognise your people’s need for safety and security – a basic level of Maslov’s Hierarchy of Human Needs.
Make the creation of “secure” feelings within all your employees a major goal for all your managers and leaders.
People do their best work when they are happy and relaxed rather than anxious and up-tight.
2. Look for ways to increase personal one-to-one dialogue with all your people at all levels. Not large group meetings but one-to-one personal relationship builders. The more informal meetings you can have the better.
Recognise that it takes time to establish trust. The best way to reduce that time is by building closer relationships between your leaders and followers. Trust tends to improve as relationships become closer.
Ask people for their advice and opinions and really listen and value what they have to say.
Your people need to feel that they know you, understand what you are doing, and feel sure that they can trust you to look after their interests.
Be prepared to discuss the “undiscussable” with everyone you meet. This was a cornerstone of Hyundai’s successful approach to the “suspicious” minds in the USA.
3. Increase your marketing drive to show people that you are serious about staying in business. This will also pay huge dividends when the market expands again after the recession. Market share should be your number one goal when markets are slow.
Photo by AngMoKio
4. Increase your training budget – those who you retain will have to do more work, so they will need extra expertise. Training and coaching will make them more competent and confident. When they see that you are investing in them it will help them to feel valued and more secure.
5. Work on the six factors that the Index of Leadership Trust defines as being fundamental to people’s faith in their leaders:
a. Ability
b. Integrity
c. Understanding
d. Fairness
e. Openness
f. Consistency
Research shows that employees expect higher levels of ability and integrity from CEO’s and greater levels of openness, fairness and understanding from line managers.
Client: I notice that you favour the use of 360º feedback, why is that?
Coach: Yes, I am an authorised practitioner for Appraisal 360, an online service. I have found that 360º feedback provides a clear picture of employee’s concerns and needs. It also highlights the strengths and weaknesses of each leader, so it gives us a good start point for setting goals for the Transformational Leadership Coaching Programme.
Client: How can I obtain more detail on the points raised above and find out more about coaching to enable me to rebuild trust within my team?
Coach: I will be writing more articles to expand on each of the points that have been raised in this article, so I suggest you sign up for the free e-mail coaching, you will then be notified by e-mail or RSS whenever I publish a new article. Just enter your e-mail address in this box and click “send”:
You should also consider working with a good leadership coach who will show you shortcuts, powerful change techniques and motivate you to build your leadership strengths. We can start the process of fast-tracking your development as soon as you contact me,
0800 195 1989
Best wishes,
