Promote an Open Dialogue to create Trust and a Culture of Feedback in the organisation.
Open dialogue doesn’t simply mean that managers talk to their employees frequently. It is an environment where employees aren’t hesitant to give honest feedback to managers. Open dialog is constructive and transparent. It focuses on problem-solving. Of course, the organisation need to have good managers in the first place. Who are open to feedback does not retaliate and take necessary corrective and positive actions focused at employee problem solving. Employees who feel that their managers are open, honest, and trustworthy are far more likely to have a positive relationship with them. As ER professional I have seen many a times employees feel free to come and speak about their issues with us, rather than discussing the same with their managers and hierarchy for a positive solution. Managers have big role to play in building such relationships rather then be dictating terms.
The relationship between the manager and subordinate can easily be tested – just enquire the manager about details of the employee- how many family members do they have? Or names of their kids? or what food your team like? etc.
Open communication helps to prevent employee confusion and unnecessary stress. It can decrease friction between employees and their co-workers, especially management and employees. It helps to set clear goals and expectations. When millions of employees were abruptly sent home to work in March 2020 (due to the pandemic), effective communication became one of the biggest challenges for managers and the HR department.
Provide a way for employees to express grievances and to resolve conflicts. They need a way to express themselves openly without fear of retaliation. That doesn’t mean that employees should be able to run around the whole office, but there should be a person or an internal process that allows an employee to bring up problems. Now-days HRMS systems with an anonymous feedback feature works well for hybrid workforces. However, it doesn’t do any good if no one monitors the forum and acts on the issues brought up.
Employees should also be able to ask questions and clarify ideas in a safe space. New policies, procedures, or expectations, including project expectations, should be communicated both verbally and in a written format. This allows employees a way to discuss and clarify expectations, as well as a resource to find clarification. Don’t forget that people absorb new information in different ways. While some learn best through written words, others learn best by hearing and doing.
How do you build trust in your organisation?
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