Workplace trust seems like a reasonable component of any flourishing organization. What are the signs of trust? Does your team have it?
A small entrepreneurial effort may not require a lot of rules. A few people working together to add value and build a growing business, they have each other’s back. Everyone knows what everyone else is doing.
As organizations grow a little bigger, things often start to change. Trust often changes.
Do supervisors micromanage because they lack trust? You bet.
Are there rules of engagement, rules for decisions, and rules to track effort? You bet.
Are there rules about keeping the rules? Yes, often.
Organizations of all sizes can be wildly successful and exciting. The difference between small and large often requires more management of the organizational dynamics.
Mistakes sometimes pile up and can become a new rule.
When accountability seems to fall short, there is a new rule. There are rules to protect the bottom line, rules to protect the organization from legal actions, and likely some rules to protect the customer.
Rules Pile Up
As the rules pile up, the pace of the organization slows.
I don’t know if we can do that, check back next week.
That isn’t my job, I’ll have to get someone who can help.
Next week is our meeting, we’ll discuss it then.
Rules slow the pace.
The business owner who is a plumber and actively works in the field doesn’t need to check with the boss. The same is true for the print shop, the landscaper, and the garage builder.
Do you have a growing business enterprise? Do you trust your employees? How do you show it? What does the customer feel?
A lack of trust becomes costly in many ways.
Dennis E. Gilbert is a business consultant, speaker (CSPTM), and culture expert. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.