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The trust deficit can be minimized by
1) Engaging the employee in decision making
2) Understand the need of the employee
3) Make clear decision
4) Job descriptions should be elaborative and fair
5) Some leisure time spending with the employees
- Strengthen communications between management and employees (using the same language),
- Fight gossips
- Work on a comfortable work environment
- Treat all equally
- Don't lie and never make promises you cannot fulfill.
- Be open and friendly to all
Sincerity, honesty, keep up the promise,commitment are adhered from both the sides make increase the trust levels in them.
Trust is a two-way process, with emphasis on both the 'two-way' and the 'process'.
Firstly, as a manager, you must be trustworthy. This means both your ideas and your actual behaviour. If you aren't actually trustworthy, then you're never going to get any trust.
Secondly, make it easy for yourself to trust employees by doing things properly. For example, where there is cash, there must also be processes for tracking it, counting it and so on. These processes must include accountability. Temptation never comes in any staff member's way, because to steal any cash will require both a conscious and deliberate act of theft accompanied by a conscious and deliberate act of covering it up.
A technique I find useful is spot checks. Leave somebody to do a job, but ensure they are very clear that you can turn up at any time and examine anything. Emphasise that this is not about trust, but about you understanding what is going on in your area of responsibility. Emphasise also that the part of the purpose of such checks is so that if there is a problem with the task, you can find out about it early and fix it. This shows that you care about the quality of their work, which makes it much easier for them to care.
Thirdly, do not be unnecessarily secretive. Yes, you do have confidential information, but you should work on the assumption that the staff should be told everything except the confidential stuff. (Not that the staff should be told nothing except the things you explicitly want to tell them.)
Fourthly, staff are just like managers. They don't like surprises.
Lastly, it is your job to be the servant of the team. That means that you are their advocate with senior management. Do it well.
In other words, be honest and open and sensibly trusting.
agree with all answers added by experts ....and in my point of view i think it is all about the expectations(what both sides expect to give and expect to receive), when managers fulfill what employees expect to receive and employees fulfill what managers expect to receive accordingly their will be no disappointments.therefor ,at each stage when both sides fulfill the expectations, the trust level will increase
Without trust in the workplace, communication and teamwork will erode. Additionally, morale will decrease while turnover will rise. However, by using these three strategies, you can build your employees’ trust in management, thereby making their workplace an environment filled with innovation, creativity and ultimately higher profits for all.
