Trust and Employee Engagement

Over the years, there have been several studies that show a direct correlation from employee engagement and business results.  Engaged employees are more innovative, give their best at work, take less sick time, stay with companies longer and the list goes on and on.

I recently came across an infographic on Inc.com that shows the real costs of bad bosses.  There were several parts that caught my attention.  Here are just a few:

·         Three out of four employees report that their boss is the most stressful part of their job

·         65% said they would take a new boss over a pay raise

·         The average cost to replace a minimum wage employee is $3,500 (includes recruiting, interviewing, hiring, training and reduced productivity). 

Keep in mind It’s much higher for a knowledge worker! 

If you want to view the full infographic, followthis link.

So why am I writing about this?  Because there is a real need for leadership and a real value to an organization that has it.  At FranklinCovey, we believe that there are 4 cores to a great leader:

 

·         Inspire Trust

·         Clarify Purpose

·         Align Systems

·         Unleash Talent

The first of the 4 Cores is Inspire Trust.  The reason that this is first is because trust is The Performance Multiplier that affect everything in your organization.  Trust is the number one leadership competency needed today.  It is a measurable, trainable and learnable skill.

We also know that trust has a direct correlation to employee engagement.  The number one driver of employee engagement is trust!  The most leverage can be found between a supervisor and their direct report.  If organizations focus on instilling trust in their culture (beginning with the leaders), they can dramatically affect their speed and cost!  Read an article titled, How the Best Leaders Build Trust, written by Stephen M.R. Covey, author of the best-selling leadership book, The Speed of Trust.

Lastly, when organizations are going through change (downsizing, merger, systems, etc.) the leaders that focus on exhibiting trustworthy behaviors during the change, yield the best results.  Click here to watch a video that will explain more.

If this intriguing to you, then consider joining us for one of our complementary executive sessions titled, Creating a Culture of Trust  February19th - Dallas.

 

Seats are open to senior leaders and executives and training decision makers and HR leaders.  Please contact me today to RSVP.

Growing trust one organization at a time,

John Vakidis

214-387-9960

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