Most Employees Don’t Trust Their Company, Boss or Colleagues

How do you create an organization that motivates all your employees to bring their A game every day? To answer the question, it’s helpful to know what might be causing employees who once cared about your organization to stop caring.

In this post, we’ll shed some light on how and why even your best employees can become apathetic or disengaged over time. This blog post is an excerpt from our e-book Getting Real About Employee Engagement. Download your copy here.

Trust is at the heart of every business. When there’s trust between employees, managers and the leaders of the organization, collaboration tends to be frequent, work quality is high and challenges are manageable. But if your employees feel like leaders aren’t holding up their end of the deal, why should they?

Ernst & Young conducted a global survey on trust in the workplace, and found that the trust equation is fundamentally broken at nearly half of the organizations in the surveyed population.

Less than half of global professionals trust their employer, boss or team/colleagues.

These employees felt that:

  • Their compensation and benefits aren’t fair (including the actual salary and the pay decision-making process)
  • There’s not equal opportunity for pay and promotion
  • Leadership is not delivering on promises
  • Leadership do not communicate openly

Payscale’s 2017 Compensation Best Practices Report (CBPR) found that there is a huge chasm between what employees believe versus what employers believe in regard to pay, appreciation and transparency.

  • While 44 percent of employers believe employees at their company are paid fairly, just 20 percent of employees feel that they are paid fairly.
  • Alarmingly, 55 percent of employees DO NOT feel valued or appreciated at work (while only 36 percent of employers felt that way).
  • 77 percent of employees feel that the way pay is determined at their company is NOT a transparent process!

When your employees perceive that fairness is not a priority, or you’re hiding the facts, or you don’t care about them, they react on a gut level.

These findings shine a light on the importance of honest, transparent communication. Lack of trust stems from a lack of honest communication.

What can you do to fix trust issues at your organization?  Download a copy of our ebook here to find out.

Tell Us What You Think

Do you think your employee trust their leaders and the organization? We want to hear from you. Tell us your story in the comments.

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