A recent report published by Working Families, an organisation which campaigns for better work-life balance, looked at the link between long-term sustainable performance within businesses and individual performance. The report found a clear link between individual performance, their level of trust and the overall level of productivity.
Trust: the key to building well-being and performance in the workplace found that trust between staff and their employer is “critical” for driving high levels of performance and motivation and went on to identify eight drivers for building trust. These included:-
|Belong and connect||The feeling that the employee feels part of and connected to their team and the business|
|Voice and recognition||The individual’s ability to speak up in a way that allows them to influence decision-making|
|Significance and position||The employees’ sense that they have a clear and important role in their team|
|Fairness||The understanding that individuals are evenly treated within their team and the business|
|Learn and challenge||The opportunity to learn and master new skills and achieve tangible results|
|Choice and autonomy||The sense of control over workplace delivery and their own role|
|Security and certainty||The sense of predictability and confidence in the workplace environment|
|Purpose||The understanding of how an individual’s role contributes and is aligned to the team and business’ success|
Employers need to consider all eight of these trust drivers to move towards optimal performance. However, “truly understanding how individuals are motivated at work provides not just the gateway to optimal performance, something sought by every organisation, but also an environment where every person can flourish,” their lead researcher and consultant said.
How do you think your organisation compares alongside these drivers? Does your organisation have an environment where staff thrive and flourish or is there more you need to do to cultivate a culture of trust?
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