The Path to Increased Productivity and Satisfaction
Trust is the foundation of every successful organization. Studies show that high-trust organizations experience significantly less stress, higher productivity, and increased employee satisfaction. But how can an organization develop and maintain such a culture of trust? Learn which principles and foundations need to be established to create a high-trust organization.
What are the Advantages of a High-Trust Organization?
Building a high-trust organization brings numerous advantages. Neuroscientist Paul Zak, through his extensive research, measured the impact of trust within a culture:
- Less stress and burnout: Employees in high-trust organizations experience up to 74% less stress and there are 40% fewer burnout cases.
- More energy and productivity: These employees report 106% more energy at work and 50% higher productivity.
- Higher satisfaction: Trust in the workplace leads to a 29% higher satisfaction in private life as well, as employees bring their positive energy home.
(Figures from Paul Zak – Harvard Business Review, compared with “Low Trust Organizations”).
The Three Drivers of Trust
Numerous studies have examined trust aspects and identified various elements. According to Harvard Professor Frances Frei and leadership expert Anne Morriss, trust is based on three fundamental drivers, which they call the Trust Triangle: authenticity, empathy, and logic.
- Authenticity: Leaders and employees should act honestly and transparently. Authenticity builds credibility and strengthens trust within the team.
- Empathy: Understanding the needs and feelings of others is crucial. An empathetic leader shows understanding and supports their employees in difficult situations.
- Logic: Decisions should be clear and comprehensible. Logic in decision-making and communication prevents misunderstandings and fosters trust in leadership.
With this foundation, the building of a high-trust organization becomes possible.
The Seven Elements of a High-Trust Organization
What do these scientific findings mean for organizations, and how can a high-trust organization be actively promoted? To establish a culture of trust, Paul Donders, expert in organizational development and CEO of persolog Netherlands, describes seven essential elements. While five elements concern the culture of a company, one element is effective on the structural level, and another concerns leadership:
Actively building trust: In an organization, trust is needed at all levels and between all levels. It must become a competency of people to continuously and actively bring in respect, utility, and trust to build sustainable “bridges of trust.”
Defining clear expectations: Unclear expectations often lead to misunderstandings and frustration. It is important that leaders and employees know exactly what is expected of them and what goals are being pursued.
Culture of appreciation: Regular recognition and appreciation of employees’ performance and efforts strengthen trust. It is important to genuinely express appreciation.
Constructive feedback culture: Appreciation is only authentic in combination with honest feedback. Therefore, it must be freely and critically possible to give constructive feedback.
Promoting conflict resolution skills: Conflicts are inevitable, but how an organization deals with them makes the difference. Open and constructive conflict resolution promotes trust and prevents problems from escalating.
Trainer Tip: The persolog® Personality Factor Model can be used as an effective training tool for all five cultural elements. In another article by Paul Donders, learn more about how expectations, disappointments, and trust are interconnected and what this means for Dominant, Influencing, Steady, and Cautious personalities.
Establishing structure and rituals: Clear structures and regular rituals provide employees with orientation and security. This solidifies the culture of trust. This can be achieved through regular meetings, clear communication channels, and established processes.
Trustworthy leadership style: A leadership style where leaders up to the top of the organization serve as role models is necessary. If leaders only talk about trust but live by control, nothing is gained. Active role modeling is crucial to effectively unfold trust within the organization.
Why Investing in Building High-Trust Organizations Pays Off
In conclusion, building a high-trust organization requires commitment and continuous effort. There are immense benefits for employees and companies. Implementing the above principles and elements can lay the foundation for a trustworthy and successful corporate culture. Implement these strategies to reduce stress, increase productivity, and boost overall satisfaction.
