It’s not surprising that empathy is necessary for building trust in the workplace. You’re not only putting yourself in others’ shoes. You also open up more when you share your thoughts and feelings.
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If you told someone you were the head of culture of your company, you would get a confused look. The same can be said of job titles like Manager of Well-Being (Delta Airlines) and Director of Flexible Work (Microsoft). The modern workplace has evolved into something that would be unrecognizable decades ago. New priorities required dedicated persons to perform specific tasks. This has led to the creation of jobs and titles unheard of before. Companies didn’t create new job titles only because of current needs. Often, these developments resulted from the recognition that well-being, culture, flexible work, happiness and many others have become more significant in organizations. There will be more hiring for positions that focus on the above. Titles will vary, but the functions will be similar. Here are a few that might interest you. This person is in charge of an organization’s culture. Companies created this position to ensure employees are on the same page with a company’s culture. Employees and not just brands should reflect a company’s vision, mission and goals. Often though, the culture and brands are the same. There was a time when organizations were only concerned with their employee’s physical health and safety. But, buying health insurance or the occasional “drinks on the house” no longer suffices if a company wants to show it cares for its employees. Now, companies focus on everyone’s overall well-being at the workplace. So, aside from Delta Airlines, Rakuten and Unilever have added well-being officers to their ranks. It’s not made up or imaginary. A 2015 University of Warwick found that happier employees are 12% more productive. Usually, the HR Manager is responsible for employee happiness. But in the case of Google, the HR Director and CHO are two different persons. Currently, you’ll find CHOs in large companies. For SMEs, a separate position may not be needed, but looking after the overall happiness of employees is still necessary. Hybrid working arrangements are still trending today. The benefits are undeniable, like paying less rent for smaller office spaces. With an increased number of remote employees, there’s a need for a dedicated person in charge of hybrid work. Setting up procedures, providing guidelines and ensuring open lines of communication are some of the flexible work manager’s responsibilities. So, if you’re applying for a job, try incorporating any of the above functions. It will set you apart from other candidates.
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Most businesses are only concerned with the bottom line. It’s especially tough when CEOs have to answer to investors. Many would call corporations greedy and evil. However, greed isn’t the monopoly of large companies. It also exists in SMEs. You’ve encountered businesses that cut corners, misrepresent and make wild claims or vague promises. All of these are meant to cut costs and increase profits. Yet you might be surprised to learn that many big corporations develop a conscience. And sometimes, it only takes one person to make that change happen. Dr. Tadataka Yamada When Dr. Yamada was hired to become the head of Glaxo SmithKline’s R&D, he learned that his company was part of a lawsuit against South Africa’s access to HIV drugs. Dr. Yamada thought that as a pharmaceutical company, GSK had the moral responsibility to cure disease and not prevent people from accessing life-saving drugs. Unlike other employees who shared his belief but chose to be silent, Dr. Yamada voiced his thoughts to the company’s board members. Without going into case details, he convinced GSK to drop its lawsuit and lower its drug prices for HIV. Dr. Yamada might have outside help in changing the actions of a giant corporation. But he proved that one person can still make a difference. Conscience in the Workplace Traditionally, a company doesn’t have a conscience. It has no obligations except those stated by law. For example, a business can increase prices when manufacturing costs go up. Exceptions occur when for instance, a government sets ceilings, especially for essential items like food. When greed is the force behind price increases, no law can stop it. But, when this leads to acts like false advertising, it can become a criminal offense. Your sense of right and wrong matter If you’re part of a business, you know that you should provide excellent products or services to get ahead. Imagine you’re a supervisor at an auto-repair shop. A few mechanics take advantage of unsuspecting owners to charge more for repairs. Will you keep silent or end such dishonesty? The second should always be your option. Sure, offending employees might be angry with you.But, when you tolerate dishonesty, you only encourage more of the same. Honesty and integrity always pay off in the long run. Speak out when you don’t agree with an act or practice in the office. Making decisions by choosing what’s right is always good for any organization.
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Some organizations still believe that high salaries and generous benefits are enough to keep employees motivated and happy. This might be true. But will you be happy in an environment where mistrust and intrigue are prevalent? Sure, these two exist in all organizations. You can always keep colleagues at arm’s length and maybe trust a few. Given a choice, would you stay or seek other options? Money or material wealth isn’t enough to keep employees. In time, they leave to take a different career path or search for opportunities to find happiness. The last sounds like a cliché, but people prefer to be happy than miserable – even at work. Happiness Means Different to People Several factors make people happy at the office. Among these are the following: • A fulfilling job• Transparency and honesty• Open communication• Flexibility• Challenging tasks• Friends at work• Good work environment There’s a common factor in the above and that is trust. People are social animals who need to be recognized and valued. It’s fair to assume that humans also desire a level of trust to exist in any situation. Leaders may not be friends with their colleagues. But, they will recognize the skills and abilities of their employees. Thus, they believe their staff will get things done. This is what’s known as transactional trust. Other leaders promote relational trust in the office, which encourages the creation of personal relationships. Employees who work with people they like are more effective team players and collaborators. Remember that both types of trust can lead to happier people at work. Trust Matters Employees work harder or smarter when they know their bosses and colleagues have their backs. They aren’t afraid to take risks and try out new ideas. Also, they don’t create unnecessary barriers that prevent good working relationships with coworkers. Conversely, in an environment lacking trust, a worker becomes passive, reserved and apathetic to the people around. An organization with a culture of trust encourages employees to address work problems and their need for assistance. In case of conflict, they don’t fear opening up. Know Your Colleagues What does trust mean to your coworkers? Like happiness, it means different to each person. For instance, will employees view more autonomy positively? It will be if you express your confidence in your colleagues. As a leader, you must verbalize your trust, as it might not be apparent outright. Don’t forget it also leads to happiness.
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According to a 2019 Gallup article, only 1 in 3 employees fully trust their leaders. The rest somewhat do or have low regard for their managers. It might be different with your organization. You could say that the majority have confidence in your management. But companies and people evolve. Also, some leave to retire or find other opportunities. New hires usually replace these employees. As a leader, you must repeat the process of building and increasing trust because of these changes. Here’s how you could go about it. » Change Your Mindset You meet new people often and judge them, consciously or unconsciously. You are polite and cordial, but you will admit you don’t trust them enough. Most people adhere to the belief that trust is earned and not given. But keep in mind a new employee goes through a selection process. You might have interviewed that candidate and have had a hand in hiring. Your organization hired the best person for that position. You and your HR department most probably made the right choice. Thus, isn’t it better to be more trusting of that new employee? As people grow older, they become more cautious of others. Of course, one should not trust a stranger in a dark alley. But the workplace is different as employees aren’t strangers. Leaders should continue showing confidence in them unless they have behaved negatively. » Trust even when Unsure How often have you wondered if a new hire can handle something difficult? After weighing the pros and cons, you realize there’s only one way to find out – assign that task to that person. This situation can be difficult for many as nobody can foresee future results. But, as a leader, you must take risks and break the mold. Show confidence in capable though untested people. Remain consistent and often, you’ll realize that your trust isn’t unfounded. » There’s no Middle Ground In many organizations, leaders have a wait-and-see attitude. Employees must prove their worth before they’re given more responsibilities or information. It’s different where a culture of trust exists. Managers have no qualms about delegating tasks and are confident employees will make the right decisions. Leaders share information with everyone, so there’s no room for rumors. It’s no surprise these organizations perform better than others. Keep in mind that it starts from the top and as a leader, this means giving instead of withholding trust. Take the first step and show your employees they are trustworthy.
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