What to Do About Lack of Trust and Unresolved Issues?
Within our Company there seems to be some stress/unresolved issues, and a lack of trust.
Some of it seems to be related to hard/bad feelings around our new boss, who replaced a previous boss (that some employees loved).
Is this something that needs to be out on the table in order for our company to have a good and trusting work environment?
If so, how do we actually do that and not make things worse? In your resources is there anything that addresses these types of changes?
I haven't talked to this new boss about feedback yet, but would like to do some things to help employees feel valued.
I was also wondering how to go about trying to present things in a way to get him on board with doing some of these assessments?
It seems to me like many have judged him (the new boss) prematurely. I find him as solid leader, who works hard to appreciate others, be fair and lead strong.
He does seem to appreciate everyone, thanking me & others often, but has said himself that maybe he does not do enough do to a jam-packed schedule.
Also, is there something we can tie to employee appreciation with the gifts and helping them feel valued rather than just whoever wins a game gets the gift?
Thank you so much for all your great resources. There is so much, I am still trying to sort through it all!
Thanks for listening and your input.SUZIE'S COMMENTS...
Thank you for your message, your thoughtful questions and for spending time on the Wake Up Eager Site!
I'll share some ideas, suggestions and online resources here - based upon the details you shared in your email.
You are so right high trust is crucial to a strong, vibrant and productive working environment. It is a key building block, upon which everything on a team either works well or slows to a crawl...
In low trust environments less focus is on the work and doing things well and efficiently, because individual motives and intent are questioned and mis-understandings grow. All this, tends to create more stress and slow progress and growth.
Conducting a team/engagement survey is a good start toward improving trust on a team and/or within a company. (Your instincts are spot-on!)
Survey Results could reveal System & Procedure issues that, if addressed, could improve the culture, trust and satisfaction. Or the survey could reveal Style & Communication needs that can be addressed.
A confidential team/company survey, offered on annually, can be a powerful tool for growing the company by helping you focus improvement efforts in the areas that will have the greatest impact.
In order for a survey to 'work' there are a few things I suggest - if you haven't seen these yet, review these online articles/resources from my Site:
- Why Small Businesses Fail – The Power of Opinion Surveys (audio & video info)
- 7 Keys to Successful Opinion Surveys (video post)
- 12 Best Employee Engagement Questions & 7 Point Plan
- Survey Software I Recommend (it is what I use) Best Available
One way to get your boss ‘on-board’ would be to share the #1 or #2 resource, above, or share an overview of the material there, from your notes.
I can also be available to talk through what is happening,and make additional and more specific recommendations. You can call me any time.
Also if handling this entirely in-house is not a fit, and you decide that you want an outside facilitator, I can help there too!
Here are some other thoughts @ helping employees feel appreciated and valued – outside of gifts for winning a game:
- Opinion Surveys that include follow up and focus groups (see #2 Resource Tool/Page above for more specifics) are one of the most powerful ways to engage people --- it is in our nature as human beings, we want our opinions to count, to matter, to make a difference.
Providing a venue for folks to confidentially share and make a difference in the company is better than ANY gift.
- Making sure your leaders have strong personal and communication skills, can also make a big difference.
The most effective leaders are cognizant of the 3:1 ratio (three positives to every one constructive correction) in all interactions with people.
I teach these types of skills and for ease of access and cost efficiency, I’ve created several eProducts that teach important communication skills & motivational leadership skills.
- Have you started an employee of the quarter/or month program? Employees can nominate others who exhibit key behaviors the company most want to re-enforce. (You build that description into the program).
- Another strong way to build energy and show that you value employees is with ongoing & relevant-to-their-job-&-life training and development classes.
I hope this gives you something to work with –
Let me know if you’d like to talk, and we’ll schedule it, okay? And Keep Me Posted!
All the Best,
Suzie Price, Professional Facilitator
770-578-6976, suzie (at) pricelessprofessional (dot) com