When thinking about what influences employee engagement*, we are seeing “trust” appear in surveys as a possible driver for in engagement levels. Trust in the workplace is not quite the same as trust in at home with our family, but the similarities have the same origin – relationships. Depending on the trust model you align with, there are different explanations for ways to trust is promoted and broken.
Trust in the workplace opens infinite possibilities for how we can work with teams, leaders and individuals and together with employee engagement this gives another dimension to our understanding. Consulting with Who Group’s HuTrust model** have found that low trusting environments can trigger undesirable behaviours similar to those of low engaged employees. Think of the popular and well liked long tenured employee who loves their team, proud of their role and will go the extra mile for customers and colleagues, but resentful of leadership, sceptical of change and critical of the newly implemented systems. This employee may be both highly engaged yet low in trust.
Put simply, trust and engagement do not equal each other and measuring one without the other does not give the full picture of culture and its potential barriers
Experienced in survey design and analytics KSI People services include:
Project Management of engagement and trust surveys
Analytics of diagnostic results and facilitated presentations
Workshops and Coaching on findings and action planning
Additional and tailored applied research into Engagement and or Trust concepts
*Employee engagement broadly describes when people go the extra mile, willingly recommends the products and services, and has the intention to stay with the organisation.
**Based on consulting projects conducted with Who Group Human Capital