Nearly one in four employees in the United States say they do not trust their employer, and only roughly 50 percent believe their employer is open and upfront with them, according to the American Psychological Association's 2014 Work and Well-Being Survey.
"This lack of trust should serve as a wake-up call for employers," said David Ballard, PsyD, MBA, head of APA's Center for Organizational Excellence, in a news release. "Trust plays an important role in the workplace and affects employees' well-being and job performance."
The economic recession — and the layoffs, benefit cuts and job insecurity that came with it — could be the root cause of these strained relationships, according to Dr. Ballard.
There are three main predictors of trust, Dr. Ballard told Harvard Business Review, and employers should focus on them to help rebuild trust. He provided the following suggestions:
• Employees' perception of the level of involvement they have in their organization. To boost this, he suggested implementing group problem solving, self-managed work teams, profit sharing and 360 performance reviews.
• Recognition provided by their organization. Employers should offer monetary and non-monetary recognition in both formal and informal programs, he told HBR.
• How well the organization communicates. Managers and employees should have clear communication channels, and employees should have ongoing opportunities to provide feedback.
More Articles on Labor Management:
5 Ways Providers Are Repositioning Workforces for New Care Models
Hospitals and Unions: 9 Latest Developments
7 Traits of Great Employers