Honesty and trust are key ingredients in developing an organizational culture that becomes the talk of the town as one of the preferred place to work by the current and potential employees. Trust is a decisive factor in establishing credibility. The credibility is at the center of ones competency to influence others and provide strong leadership. The most capable leaders utilize the words like sincere, truthful, trustworthy, reliable, principled, and genuine to symbolize the characteristics of the effective leaders.
An employee searching for a great place to work is worth the effort at an individual level. Capitalist examining to identify a company that produces positive, sustainable long-term financial success is also a significant effort in terms of establishing business ventures. And for a leader, a great workplace is worth the effort because they are the ones who institute and sustain the creation of great workplaces.
Employees in the leading organizations communicate that their colleagues and immediate supervisors invest their time and efforts in creating the distinctive situations and resources for their teams. Yet their leaders are seen as the ones who actualize the ethics and responsibility that make the difference in the quality of the workplace experience.Constructing a culture in which employees can say, “this place is terrific” requires that leaders and managers throughout an organization base their affiliations with employees in behavior that advocate and progress trust. Consistency between the communication and behavior of leaders develops their validity in the perception of employees. Managers who are treated with consideration by superiors will in turn be adequate to share that respect with employees by advocating their professional development & seeking their judgment. The marketing cube
Studies show that productivity, income, and profits are positively or negatively collided depending on the level of trust in an organization. Trust can be created or destroyed through personal perceptions and behaviors. Trust means assorted things to diverse people. It’s forecasted on who we are and how one is raised and is shaped by ones experiences and perceptions of other’s behavior. Repairing trust has become a foremost priority for companies that are looking to escape the negativity that has become prevalent in many organizations. An egocentric, “What’s in it for me” approach deprives an organization of the best that employees have to offer. When employees recognize that an organization—or its leaders—are deficient in being accessible, employees become unwilling to devote any optional energy or make any assurances to their organization’s prosperity beyond the absolute minimum. Absence of trust creates sarcasm, conviction, and apprehension that lead to leisure time theory and generally low energy and productivity. When people don’t rely in their leaders, they don’t come toward something; they pull back and withdraw instead. They apprehend rather than contribute.