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Jack Wilner

Tending Goals for Sales Management

Integrating the Sales Force Into Your Marketing Effort

Jack D. Wilner

A lack of diversity in government leadership, equitable decision making, and inclusive initiatives can be roadblocks to delivering effective public policies and services.

7 Strategies for DEI Success in Government Organizations

It’s the big question many employers have: Why do my employees keep walking out the door? Some point to disengagement in the job. Others say there’s a gap in the hiring process. And others say it’s the employees’ fault for not trying hard enough. Whatever the case may be, it all comes down to one core value: trust.If you have a high turnover rate in your organization, you may want to focus your efforts on building trust within the organization. Why? Because employees who work in a trusting environment are likely to experience higher job satisfaction and stay longer. The Ken Blanchard Companies surveyed more than 1,000 leaders and found that 59 percent of the respondents quit their jobs because there were trust issues, with a lack of communication and dishonesty as the leading factors contributing to their decision.A toxic work environment of mistrust can be deadly to an organization, its productivity, and its bottom line. So the big question is: How can you build trust in your organization? The solution lies within you and your behavior, regardless of your position or title in the company. As I have stated many times in previous posts, everyone has the ability to be a ground floor leader.Here are six ways that you can build trust in your organization.Demonstrate TrustIn order to win people’s trust, you have to show trust. Developing strict policies for all that are really only intended for rule-breakers leaves people angry and frustrated with their work environment, creating a sense of mistrust within the organization.Be TransparentMost of us work in knowledge organizations, where communication is key. Be transparent in the information you share and show people that you trust them with the highest level of confidentiality. People want to feel like they are part of a team; if some are left out of the loop, they will feel disengaged and gain a sense of mistrust.Be HonestDon’t sugarcoat bad news and don’t try to be strategic about how you say things. Say what you mean and mean it when you say it. Being open and honest develops trust for solid relationships so have integrity and don’t leave anything out when you share information.Eliminate CompetitionDon’t make your work environment like the reality TV show The Apprentice. Make sure everyone is a winner at the end of the day and encourage the team atmosphere. If everyone is competing for the top spot, your results will suffer. Trusting relationships develop from those who believe that others “have their backs” in all situations.Practice HumilityIf you are humble enough to admit your mistakes and show what you learned from them, you will gain a great deal of respect. The opposite is true if you develop a habit of lying. Practicing humility builds trust between people, showing a confidence that there will be no harsh judgment when a mistake is made.Create a Trusting EnvironmentA trusting environment is key to keeping your employees engaged and employed at your organization. The second that employees feel a sense of mistrust, they will begin looking to take their talent elsewhere. Create a positive, uplifting atmosphere that allows people to thrive and function at their very best.Editor’s Note: This post is adapted from an earlier post by Dan Schwartz, “The Retention Rejuvenator.”

Why Employees Quit: Trustless Work Syndrome

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