Trust ultimately drives profits. It’s a bold statement, I know. But if you trust the people you work with, you’ll be more likely to work hard, collaborate, and make quick decisions.
Think about a relationship you had, where trust was broken. Did the relationship last? Were you able to move past it? As in personal relationships, trust at work is a critical factor of success.
COVID-19 forced companies to change the way they worked, and many are left questioning whether some of those forced changes are here to stay. Even the most skeptical employers have realized that work-from-home is possible. So what does that mean moving forward?
A quintessential small-talk opener is “what do you do?”. Though often asked and easily answered, the question matters deeply. What we do, in many ways, defines who we are. Most people spend more waking hours working than doing anything else.
In last month’s blog, we reviewed the benefits of establishing meaning and purpose within an organization. Connecting employees to the company’s purpose, beyond revenue and profitability, will actually help drive those and other quantifiable business success measures.
Is there open and respectful communication throughout your organization? Do teams communicate effectively with each other? Are tasks defined clearly, with little room for misinterpretation? Do employees feel safe and comfortable speaking up?
Employers have an opportunity to improve engagement by implementing a continuous improvement process. It’s a chance to enhance the employee experience through feedback. This continuous loop of feedback (and ultimately improvement) allows leaders and employees to co-create a mutually beneficial workplace. An added perk is that this cycle can also positively impact procedures, processes, and products, whether through small changes or significant breakthroughs.
