Building Trust in the Workplace

If trust is all tattered in the workplace, then begin simply by reviving work ethics. 

What it means when a company management expects something from its employees, but there’s no consistent efficiencies due to employee disengagement, slackness in work attitude and corrupt culture.

Perhaps, it’s time that management jots down its strengths and boldly disclose in what ways it has been truthful, helpful and reliable and how it wants to have a swift transition from chaos to competencies. 

Verily, let the employees realize that they get salaries on time, and likewise they should accomplish their tasks without any delay, discrepancy or disobedience. What happens when there’s a little delay in paying salaries? Of course, it creates uncertainty in employees and they become more worried.

But why no one cares or considers when pivotal projects get postponed, product launches are deferred, pending jobs are neglected and lack of commitment is concealed? What’s the missing element that tends employees to become irresponsible and lethargic? May be employees lack sense of responsibility and determination to hard work. 

Perhaps, multiple problems arise when senior managers begin feeling as if they are the rightful owners of the departments and employees start adoring their office cubicles. Instead of becoming assets to their companies, employees try to control their sectors.

Funnily, in some companies, employees turn their workplaces into gaming areas. They play around with divisive views at their workplaces, but are quiet in their homes. They show lethargy to fulfill their duties, but are quick to finish their personal errands. They abuse the means provided by their bosses, but are frugal in their homes. No one bothers because everyone wants to enjoy their little liberties. 

For instance, when there are manifold tasks and questions are raised in a meeting, then all pop up their explanations and excuses. If at all, any other task supersedes and the other is forgotten, then no attendee cares to remind or follow up with pending tasks. And then, someone responsible after a lapse of prolonged period bring the matter to someone’s notice. Absurd, isn’t that?

Nothing happens in uniformity or sequence when staff doesn’t care protocols, schedules or repercussions. Everyone wants to work without any control or guidelines. No one wants to listen to strict instructions, but everyone wants to meddle in others’ affairs. Where’s integrity when every department wants to remain indifferent with its own ideology?

What if the employees are good and punctual in their personal lives and incompetent and inactive in a workplace?

A simple remedy they need is plain awakening. A strong message, from the management to the workforce, that can jolt their conscience and instill in them a desire to diligence and loyalty. 

Some are so unfaithful that they leave their long-cherished jobs and join elsewhere for the sake of high salaries and leaking potential trade secrets.

You cannot discard this, really, when a person joins the company to gain a little experience, get trained through free courses and accreditations, enjoy foreign trips, work a little and take full salary and when any external, lucrative work opportunity comes, then escapes easily to make a new beginning. Obviously, employees who resign and relocate, they benefit, but the loser is the company that remains like a training academy. 

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