Free Essay On Employee Trust

Organizations comprise parts inter connected to perform a specific function. For organizations to function properly, they require elaborate planning. For this reason the work force is divided into lower cadre employees and higher cadre management. This allows employees to implement decisions freeing management to handle planning and decision making. Management and employees have to work as a unit for an organization to function despite their difference in level on the hierarchy. This paper analyses an article in the Harvard Business Review, “On Earning Employee Trust” by Carolyn O’Hara.
The article begins by showing the importance of the employee to the organization and their relevance in the topic of trust in an organization. While one would usually link organizational trust with its relation to customers we see the importance of trust within an organizational setting as well. It goes on to state the importance of communication and teamwork towards performance. From this we can infer that trust works like a lubricant allowing the organization to function smoothly. The nature of employees trust is shown to be dynamic and one can see its impact in boosting employee results. The true nature of an organization is shown to be hidden to managers who remain untrusted by their employees. One can see how earning trust can increase performance as well as provide a good source of employee information.
O’Hara shows that it is important to make interpersonal connections with ones employees to gain their trust. Manager employee relationships put the manager above the employee in rank. This position of power reduces his trust worthiness to his employees as he becomes a symbol of authority. She suggests getting to know your subordinates and allowing them to know you. Connecting at a human level allows both the manager and the employee to meet on an equal footing. This allows them to develop a relationship which enables employees to relate to the manager as a human increasing trust.
The writer further suggests transparency. The same allows an organization to dissuade employee’s fears of being left out and also reduces rumors which may end up hurting the organization. Trusting employees working for you with responsibilities and inside information also enables them feel trusted and a part of the organization as a whole. One sees some of the advantages of delegation in improving work performance.
One can see how important the leader’s opinion is in employee motivation; through the on job encouragement and motivation as opposed to orders. The writer suggests that leading the employee and encouraging him will produce better results as opposed to forcing work on them. This is also reinforced by allowing the employees a degree of autonomy and creative freedom. This way the employee feels a part of work done and does it more willingly as his efforts are given not taken.
The article is effective as it gives information relevant in the work setting. It shows the relationship between employees and managers then goes on to articulate strategies to get the most out of employees. The paper clearly shows how employees are more productive when they are working of their own will and not out of a command from authority. With that one observes how employees’ respect and trust are earned through building relationships and being professional as opposed to the application of force.

Reference

O'Hara, C. (2014). Proven Ways to Earn Your Employees’ Trust. Havard Business Review, 3-4. Retrieved from https://hbr.org/2014/06/proven-ways-to-earn-your-employees-trust/