There are many key factors when it comes to building trust within an organization from a managerial standpoint. When it comes to inter-organizational relationships between the manager and his or her staff, consistency is extremely important. If a manager does not set down consistent policies, guidelines and the like the separation between a manager and their employees can either broaden too wide, or become too blurred. A more specific way to facilitate trust between employees is to compartmentalize large projects into smaller groups. Not only will this yield faster results, it will help build trust between employees within an organization.
There are numerous consequences to not placing adequate time and resources into trust building. The obvious and most direct consequence is a decrease in productivity. If employees have no faith in the management, this has a direct impact on overall organizational morale. Low morale equals decreased productivity by way of how the employees view their own station. A lack of a trust foundation between employees can foster unhealthy competition, harming inter-office politics and damaging overall health of the organization.
When people do not trust each other, they are exponentially less likely to be receptive to each other’s ideas. Even if these ideas are beneficial to the overall health of a project, employee head-butting can destroy a project. It is possible the ideas of two individuals, when used in conjunction, could be the solution to a problem, or be able to save vital capital. If there is no trust, projects can fall incomplete, late, or incomplete. In today’s business world, the communication and sharing of ideas is absolutely vital. A manager is responsible for ensuring the flow of office productivity, and encouraging positive trust relationships is one way to achieve this goal.