Only 23% of employees express trust in their organisational leadership.

Who else regularly looks at statistics to get a broader insight on their profession? For me I believe it’s important to get a feel for where the industry may be at and how people may be feeling. One statistic that recently caught my eye is this: Only 23% of employees express trust in their organisational leadership, according to the 2023 Gallup Management and Leadership Indicators.

Understanding the Significance:

The ramifications of low trust levels in the workplace are far-reaching – a toxic work environment, diminished collaboration, hindered innovation, and compromised organisational goals.

If you were to consider the people in your workforce, are you confident there is full trust in the leadership team? Do you give the individuals in your organisation the support they need to perform at their highest level?

As stewards of our teams, it is incumbent upon us to acknowledge this reality and take affirmative measures to rebuild and strengthen trust.

Why is this important? I’m going to take you briefly to an article I wrote at the end of last year and the impact of poor leadership is compounding: on a global stage 59% of people are quiet quitting, whereas this is a huge 67% in regional areas. What does this look like? You will see the performance fall, members of your team who where once engaged no longer contributing in meetings, the care factor drops and you will feel this in how they interact and apply themselves.

Good people skills and the ability to grow others matters. For you, for your people to actually enjoy their role and thrive and for the longevity and reputation of your company.

Strategies for Trust Restoration:

1. Transparent Communication: Prioritise open and honest communication. Regular updates, town hall meetings, and one-on-one sessions create an environment where information is shared transparently, creating a culture of inclusion and shared purpose.
2. Active Listening: Cultivate trust through attentive listening. Engage with team members, exhibit empathy, and validate their perspectives. Actively demonstrating that their input is valued lays the foundation for a trusting and collaborative relationship. Do this genuinely, not for as long as it’s what you want to hear. To coach others well, you have to truly have their interests and viewpoint at heart.
3. Consistency in Actions: Trust is built over time through consistent actions. Leaders must be reliable in decision-making, follow through on commitments, and maintain integrity in their actions. Alignment between words and deeds is key.
4. Empowerment and Inclusivity: Involve team members in decision-making processes to empower them. Recognise and celebrate diverse perspectives to create a workplace culture where everyone feels valued and appreciated.
5. Invest in Professional Development: Demonstrate commitment to the team's growth and success by investing in professional development. This not only enhances skills but also communicates genuine interest in the well-being of team members, contributing to a positive and trusting relationship.

Where do you sit with the level of trust from your teams in your leadership team? Do you feel you have full engagement?

How do you measure this?

This is the area we specialise in and thrive on seeing your people connect, develop and flourish.

If you would like support in the area of growing your people to their full capacity, simply message on LinkedIn or email me: hello@scalableskillscom.au and let’s chat.

Have a sensational Sunday.

With appreciation

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Lesley