Trust

The human species is and has always been based on social interaction. What makes us human is not only the capability of complex thinking, the ability to build things with our dexterity but rather our well diversified sense of communication. We not only understand our different needs and emotions, but we can even communicate them with distinction between a variety of different aspects and we can grasp the needs of others with our sense of empathy. We as humans are able to share our knowledge in order to achieve higher levels of collective intelligence, which constantly pushes our boundaries on an ever-ongoing quest for more. Therefore, we are a highly social animal, that not only has the possibility to communicate with others, but rather depends on this social interaction to ensure our safety and to promote further development.

Living in such a social environment is only possible if there is a certain level of trust established between all individuals. Every day we walk out of the door, we already portray significant trust in the other members of our society. The trust, that the car will wait at the red traffic light, waiting for it to turn green rather than running us over, the trust that everybody around us is trying to make an honest living without endangering the lives of others or even the trust that someone whom we asked for the right way is not going to lie in our faces.

Trust is the foundation on which our collectivist society is built on.

This is no different in the workplace. High functioning workplaces are always characterized with high levels of trust – whether it be between team members, between boss and employee, between employee and company, between autonomous groups within the company or between employee and customers. In a group task, if we cannot trust our coworkers to deliver what they agree by when they agree, the task cannot move forward. If our boss agrees to resolve a work related roadblock but does not deliver on it, an employee would think twice next time. If finance agrees to clear a P.O. within a certain time, but does not, then we would not trust them and would think of other ways of getting it done. So, trust is the glue that holds everything together without which everything would get slowed down and eventually nothing would get done in the workplace. It is extremely important for managers and employees alike to cultivate a culture of trust within their groups and companies. Without trust no matter how much resources you have and how competent your team may be getting things done is going to be a battle.

At MillenniaMinds, we evaluate companies using 3T framework. The first T is Trust. In fact, if we determine that a sufficient baseline of trust does not exist within a company, we don’t perform other analysis before resolving this issue because we understand that every other analysis gives incorrect information because of this.

A low value under 30 for “Trust” on the Beacon Dashboard shows that the employees mistrustful of the company, manager and co-workers. These employees may be second guessing assignments, official communication, agreements, etc. which implies low motivation on the job. A high value above 70 shows a workforce that is very trustful of its environment. It is very normal to see the workforce go out of its way to finish what may seem to be a simple task or to honor an agreement.