Hiring for Trust? Ask the “Right” Questions
How many of the following are present in your workplace?
Leaders trust their employees
Employees trust their leaders
Team members trust each other
Ethical behavior is rewarded
In most workplaces the answer may be “None.” How do we know that? Our global Survey of Workplace Trust continues to reveal trust gaps that should concern every stakeholder.
Trust is always interpersonal and the outcome of principled behavior. The reasons for low trust vary from relationship to relationship and team to team making “one size fits all” box checking impossible. The good news, trust can be a learned competence and need not be “shelved” until the next crisis, only to be used as a talking point with no followup action to support it. Instead, trust can and should be a proactive business strategy that is practiced by leadership and reinforced daily.
This past November I wrote an article for SHRM Executive Network Blog called Hiring for Trust.
Many of our Trust Alliance members including Charles H. Green, Lea Brovedani, Olivia Mathijsen and David Belden were quoted, all subject matter experts in their own right.
