In an era marked by increased employee turnover and disengagement, trust has become a pivotal factor in the workplace. Michael D. Brown, Senior Managing Partner at Global Recruiters of Buckhead, underscores the significance of trust in his recent Forbes article, “The Power Of Trust: Why ‘Can I Trust You?’ Should Be Your Next Interview Question.”
- Impact of Trust on Employee Motivation and Retention
- Research from the MIT Sloan Management Review shows that trusted employees are 260% more motivated, have 41% lower absenteeism, and are 50% less likely to seek other jobs.
- Despite these benefits, PwC’s 2024 Trust Survey reveals a substantial trust gap between executives and employees (86% vs. 67%).
- The Trust Gap
- The discrepancy in trust levels between executives and employees, if left unaddressed, can significantly affect employee engagement and retention.
- Integrating Trust into the Interview Process
- Brown proposes the inclusion of the question, “Can I trust you?” in every interview to promote honest communication, transparency, and psychological safety.
- He provides a structured approach for interviewers to handle this sensitive question effectively.
Building Trust Throughout the Employee Lifecycle
- During Recruitment
- Establishing trust from the recruitment stage sets a positive tone for the employee’s journey with the company.
- Onboarding Process
- A trust-based onboarding process helps new employees feel valued and supported, encouraging early engagement.
- Ongoing Employee Engagement
- Continuous efforts to nurture trust contribute to sustained employee motivation and loyalty.
Michael D. Brown emphasizes that building a culture of trust is a valuable investment. When employees feel valued, heard, and supported, they are more likely to engage with their work, remain in their positions, and stay loyal to the company. Integrating trust into the workplace can significantly enhance employee engagement and retention.
