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So we shared some case studies with you – tales of companies with trust issues. Turnover left right and center, or just a generally poor company culture

Maybe those stories resonated with you. Did you read something that reminded you of a situation in your business?

Maybe you just hadn’t really considered what a lack of trust could cost you up until now.

Fortunately, it’s never too late to start building (or repairing) a lack of trust. If you want it to be the backbone of your company culture – start paying attention now.

With past clients, our HR Solutions team found employee engagement surveys to be highly effective in determining the honest opinions employees hold on a company and its leadership.

In one case, TPD administered an extensive employee engagement survey with 50 questions, some open ended.

Through the results of the survey, our HR Solutions team helped the CEO recognize how his leadership style was perceived by his team.

Hint: it wasn’t positive.

Throughout the feedback that was collected, terms like ‘dysfunctional’ and ‘lack of communication’ appeared frequently.

In this situation, a comprehensive employee engagement survey was crucial in helping a leadership team to recognize its flaws and adjust accordingly.

So how else can you repair trust? Where should you start?

While working with the same client, our HR Solutions team noticed a large disconnect in the communication between employees and the leadership team.

To repair this, we assisted the client with building out a strategic communications process and plan.

Sounds simple, but the impact was significant.

Aside from having a sound communications strategy – What are other ways to repair or build trust in an organization?

Training and development – People trust direction.

With other past clients, our HR Solutions team found that a lack of clarity around the scope and accountability of roles in a company was a common cause of low trust.

Without current roles being clearly defined, it’s difficult for employees to buy into what their future at a company could be. More specifically, how to get there.

To repair the trust in this culture, TPD paid specific attention to career planning and pathing.

Voila.

Now aside from ensuring that employees grasp the nature of their role and communicating with them effectively, there’s another aspect of building trust, albeit simple, that’s commonly overlooked.

Recognition.

From time to time, we all want a pat on the back. It’s human nature.

With the same company who lacked a communications structure, our HR Solutions team also found no existing process to focus on the recognition or appreciation of individual employees or departments.

It may seem basic, but it was another flaw in their culture – And one that widened the gap between the top and bottom of the organization.

So if you desire to be an employer of choice in the future or want to create and nurture an employee culture that breeds success; then click the button below to contact one of our HR specialists to learn more about the TPD HR SmartScan.