{"id":2682,"date":"2010-11-08T11:49:00","date_gmt":"2010-11-08T11:49:00","guid":{"rendered":"https:\/\/www.bcjobs.ca\/hr-advice\/restoring-trust\/"},"modified":"2025-04-08T07:44:34","modified_gmt":"2025-04-08T14:44:34","slug":"restoring-trust","status":"publish","type":"post","link":"https:\/\/www.bcjobs.ca\/blog\/restoring-trust\/","title":{"rendered":"Restoring Trust"},"content":{"rendered":"

\"trust\" What does it mean to me when I say that I trust someone?<\/p>\n

Trust, to me, means that I can have confidence in a person to do what she says she will do. I can believe in her when she\u2019s given me her word on something\u2026and I can feel that she truly has my best interests at heart. (michaelpalance.com<\/a>) <\/p>\n

It means that a person won\u2019t take advantage of me and she\u2019ll be honest with me and because I know that; I am comfortable in being honest with her. It means that if she does make a mistake \u2013 she will take accountability for that mistake and not try to make excuses for what happened.<\/p>\n

Merriam Webster\u2019s dictionary provides this definition of trust:<\/p>\n

1 a : assured reliance on the character, ability, strength, or truth of someone or something b : one in which confidence is placed
\n2 a : dependence on something future or contingent<\/p>\n

I remember the days when a handshake was all that was required to do business with another person\u2026now we draw up documents to ensure that all parties will deliver on their promises and sadly; many of these promises have been broken and the documents have been called upon to enforce delivery. Then, in come the lawyers and mounting legal bills! What has happened that things have gotten this way in business?<\/p>\n

How did trust get destroyed in so many cases? <\/strong>
\nA survey done about trust in the workplace by the International Brotherhood of Electrical Workers<\/a>\u00a0 found that there has been a decline in trust in the workplace at 3 out of 4 workplaces over the past two years.
\nAccording to this survey, it takes an average of 7 months for the executives to build trust<\/a> in a leader, but less than half that time (3 \u00bd months) for them to lose trust in one.\u00a0 The level of trust was best between front-line employees and their immediate supervisors and the level of trust was worst between front-line employees and top-level executives.
\nI recently read some tips at the \u201cCo-Worker Relationships and Communications\u201d site\u00a0\u00a0 that are also helpful to building trust in personal relationships as well as in the workplace.
\nI particularly liked the comment that was made on this site that said, \u201cTrust can\u2019t be negotiated, tacked onto a paycheque (sic), stored in a locker or perched on a desk. But loss of trust in a workforce can increase stress, reduce effectiveness and cause turnover<\/span><\/a>.\u201d<\/p>\n

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Some of the tips they provided are as follows:<\/strong>
\n\u2022\u00a0\u00a0\u00a0 Listen in way that show you respect others and that you value their ideas, even if \u2013 and especially when \u2013 you don\u2019t agree
\n\u2022\u00a0\u00a0\u00a0 Communicate openly and honestly without distorting information
\n\u2022\u00a0\u00a0\u00a0 Share feelings as well as hard facts
\n\u2022\u00a0\u00a0\u00a0 Keep your promises and commitments
\n\u2022\u00a0\u00a0\u00a0 Don\u2019t jump to conclusions without checking the facts<\/p>\n

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There are a few that I would like to add of my own here:<\/strong>
\n\u2022\u00a0\u00a0\u00a0 Speak the truth at all times \u2013 in a respectful way
\n\u2022\u00a0\u00a0\u00a0 When changes<\/a> must occur, talk to those most impacted to ensure they understand why and what they might expect
\n\u2022\u00a0\u00a0\u00a0 Always be responsible and accountable \u2013 if mistakes are made \u2013 own up to them
\n\u2022\u00a0\u00a0\u00a0 Don\u2019t take part in gossip
\n\u2022\u00a0\u00a0\u00a0 Consider the impact of your decisions on others \u2013 that doesn\u2019t mean don\u2019t make decisions \u2013 just be aware of others in making them<\/p>\n

Recognizing that trust is an area of concern for business (and obviously other relationships) means that there\u2019s work to be done for most organizations.
\nAnd while I recognize that it\u2019s unlikely we will ever be able to return to the days when a handshake will suffice in a business transaction; executives should think about getting the levels of trust back to that place.\u00a0 Can you imagine how healthy our workplaces would be if trust were restored to that degree?
\nDr. Stephen Covey (7 Habits of Highly Effective People<\/a>) has always been one of my favourite books when I think about building trust. Among other valuable pieces of information around principle based leadership, he refers to an emotional bank account and relates it to trust in relationships.
\nTo restore trust, one must show personal integrity. The emotional bank account is based upon trust, so if you act with integrity (wholeness, completeness, and soundness of moral character) you will build trust in your relationships.
\nWe also must be sincere in our apologies when we make a withdrawal on that emotional bank account. We all make mistakes but if you can\u2019t own up to them and make a sincere apology, which will allow you to restore trust; then you can\u2019t put the deposit bank into the account.
\nIt\u2019s such a great analogy; and I know that Dr. Covey\u2019s book is definitely not new, but I think it may be more timely than ever and maybe we need to revisit some of the lessons he taught us with respect to trust.
\nRelated to Restoring Trust:<\/strong><\/p>\n