Build Employee Trust Through Technology

Trust is pivotal for any organization. This extends across the company, from the leader to the team member to the consumer.

Lately, however, it seems that professionals are losing trust in their organizations — if they ever had it to begin with. The Great Resignation certainly woke us up to that fact, and now we’re left to wonder: How can we build employee trust?

It’s no secret that when trust is prevalent, the workforce is more engaged and productive. There are exchanges of ideas, feedback, and even greater camaraderie. A Deloitte survey finds that companies that are considered trustworthy outperform the S&P 500 by as much as 30–50%. When it’s tenuous or absent, relationships are weak, and the atmosphere suffers — as does the work itself.

I propose that technology is a solution to this trust problem. It’s not the only answer, of course: as humans, we must work with technology to establish and nurture that trust, creating a culture where employees believe in their employers and share in their mission and success.

Communication and Collaboration

Now that so many companies have pivoted to a remote-first approach, it can be difficult to continue to have face-to-face conversations with team members. But these are pivotal for building rapport with colleagues and solidifying trust.?

Fortunately, we no longer need to rely on emails or even phone calls to have these important discussions. Thanks to tools like video conferencing platforms, we are able to see and respond to facial expressions and nonverbal cues, which are absent from the capabilities of older technologies. Moreover, you’re able to get that face-to-face time our workplaces so desperately need.

Collaboration is stronger with the help of technology, too. Think of project management tools, for example. These tools enable us to work together, even if colleagues are working from locations across the globe from one another.?

Feedback

Trust goes both ways. When you demonstrate that you trust your team members, they will be more inclined to trust you, too. That’s one reason why I always ask my team for feedback and ideas. They have a lot to offer, and that allows us to build a stronger company.

Moreover, we are creating a more trusting environment through employee listening. I want to hear what the talented individuals who work at my organization have to say. And by asking them for feedback and showing them that they can do so openly, without consequences, our leadership is creating a more open culture — something that benefits all of us.?

Where does technology fit into this? There are myriad tools that allow team members to deliver feedback. Anonymous email surveys, for example, give us the opportunity to collect feedback from individuals without the fear of retribution. Reverse performance reviews can be completed digitally, too. And, of course, real-time comments via programs like Google Docs allow everyone to deliver feedback instantaneously.

Support

Many individuals are feeling isolated in the remote scene, in spite of the advantages it brings. But employers can help their team members feel more engaged and a part of things — going a long way in helping them build connections and a sense of belonging, as well as trust in their organizations.

Communication platforms, from chat apps to video conferencing software, enable quick check-ins and longer conversations alike. Managers and leaders can use these tools to ask their team members how they’re feeling and if they’re having any issues, while also simply lending an ear and giving their team members the space they need to connect and be heard.

Efficiency and Ethics

So many workers fear the implications of artificial intelligence (AI), worrying that it could replace them eventually. While there is plenty of interest in leveraging AI for a range of work-related purposes, that fear is pervasive, too.

But it is possible for organizational leaders to harness the power of AI for good and use it to build trust, rather than tear it down. For example, there are many ways for this technology to make operations across sectors more efficient, such as by saving HR specialists and recruiters time in combing through resumes and identifying potential fits. This alleviates some of the burden these professionals face, freeing up time for them to focus on more engaging tasks and responsibilities.

But organizations in a variety of industries need to grapple with the potential dangers of AI. There needs to be supports in place to ensure that the framework they are using is ethical and promotes the responsible use of AI. Moreover, they should make all team members aware of exactly how and why they are using it — again, toward the goal of building greater trust.?

Transparency

Finally, technology can be a partner in cultivating a sense of transparency. Keeping team members informed about the goings-on in the organization is important for establishing and growing trust because they need to understand and be aware of the decisions you make. They affect your entire team, after all.

Intranets and other internal digital platforms can serve as resources for keeping team members informed about news and giving them access to information. Even simple email updates will encourage professionals to stay up to date and build a better rapport between the professional and their employer.

Many of these technologies are probably tools you use every day, and they have the potential to serve you well. At the same time, leaders and managers must remember that just as much as technology can be a partner in building and cultivating trust, it can be a double-edged sword and break down trust as well.?

That manager who continues to text an employee’s personal phone number risks being accused of micromanagement and crossing boundaries, for example. The leader who insists on several-hour Zoom meetings several times a week eats up their team members’ time.?

When using technology to establish a culture of trust, recognize its limitations and potential consequences. Be strategic in how you use these tools. They are powerful ones that can be used for good or bad — so be sure you’re on the “good” side of that equation and creating a healthy atmosphere for your talent to thrive.