Medium Performer and High Trust

During a recent phone conversation with my maternal uncle, who owns various businesses including mining & mineral extraction, restaurants, and medicine stores, he sought my opinion on an important hiring decision. His dilemma revolved around choosing between three potential candidates with varying levels of performance and trustworthiness.

While I was discussing this I could recall one of the video where Simon Sinek mentioned how important trust/attitude along with performance.

The first candidate was a high performer but with a history of low trustworthiness. While his skills and expertise were undeniable, his lack of integrity raised concerns about his ability to uphold the values and ethics that are crucial in any business, especially those heavily reliant on people.

The second candidate was a high performer with a reputation for being highly trustworthy. This individual seemed like the ideal choice, combining exceptional performance with unwavering integrity. However, my uncle expressed hesitation, fearing that their high level of talent might overshadow the importance of fostering a culture of trust within the organization.

The third candidate was a medium performer but with an impeccable record of trustworthiness. While their skills might not have been as outstanding as the other two candidates, his commitment to honesty, reliability, and ethical conduct was unquestionable.

After careful consideration, I advocated for my uncle to choose the medium performer with high trust. In businesses that heavily rely on people, such as mining, restaurants, and medicine stores, trust is paramount. Employees who demonstrate integrity and trustworthiness create an environment where customers feel respected, and valued. This, in turn, fosters long-lasting relationships, customer loyalty, and ultimately, sustainable business growth.

High performers with low trust can be detrimental to an organization, as their actions could undermine the very foundation upon which the business is built. Even a single breach of trust can have far-reaching consequences, damaging the company's reputation and eroding consumer confidence.

While high performers with high trust may seem like the ideal choice, there is always the risk that their exceptional skills might overshadow the importance of cultivating a culture of trust. In such cases, the temptation to prioritize short-term results over long-term values can creep in, compromising the organization's integrity and ethical standards.

By choosing the medium performer with high trust, my uncle can foster an environment where every employee, regardless of their level of performance, upholds the values of honesty, reliability, and ethical conduct. This creates a ripple effect, inspiring others to follow suit and reinforcing a culture of trust throughout the organization.

In the end, businesses that prioritize trust and integrity are more likely to thrive in the long run. Customers gravitate towards companies they can rely on, and employees feel empowered to contribute their best when they operate in an environment built on mutual trust and respect.

As businesses navigate an ever-changing landscape, the importance of trust cannot be overstated. By choosing individuals who embody this essential value, organizations can establish a solid foundation for sustainable growth, customer loyalty, and a positive impact on the communities they serve.

Satyya Pragna Rout