Trust in the Workplace: The Key to Employee Satisfaction
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Chapter 1: The Struggles of Office Life
Reflecting on my recent temporary job, I can say that while it wasn't the most challenging experience, being back in an office setting was less than enjoyable. During the first week, I expressed my feelings in a piece titled "Returning to the Office Is as Bad as I Anticipated," and followed it up with another article titled "Week 2 of Office Life: No Improvement from Week 1."
Every observation I made in those initial articles rang true. Coupled with management that, despite their kindness, struggled with effective communication and setting clear expectations, the lack of cross-training meant that when someone was out—due to illness or otherwise—it put everyone in a tough position. I could sense the pressure of needing to catch up, even when deadlines felt unrealistic. As if that weren't enough, my permanent replacement had medical restrictions that prevented vaccination, which led to a return to mask-wearing throughout the day.
Amidst these challenges, there was a silver lining: no one tracked working hours. The focus was solely on task completion. I was asked when I preferred to start, and I would arrive at the office approximately 30 minutes later, which was perfectly acceptable. Leaving once my work was complete was also fine. This trust was extended to everyone in the organization.
In my 40 years of varied job experiences, this was only the second time I encountered such a high level of trust in employees. Unfortunately, many companies fail to recognize how vital this trust is. According to the Harvard Business Review, high-trust environments yield impressive results:
"Compared to employees in low-trust companies, those in high-trust settings report: 74% less stress, 106% more energy, 50% higher productivity, 13% fewer sick days, 76% more engagement, 29% greater life satisfaction, and 40% less burnout."
It's clear that happier employees with reduced stress levels are more effective. When management promotes a culture of trust and transparency, productivity increases, and dissatisfaction diminishes. This, in turn, benefits the overall performance of any business. Yet, the fundamental issue persists: distrust is widespread.
A survey cited by Forbes revealed that 74% of remote workers fear their employers are monitoring their every move. These concerns are valid, as numerous companies engage in micromanagement, tracking everything from browser histories to daily activities down to the minute.
A 2020 Vice article highlighted the extreme measures at Facebook, where moderators were required to clock in and out for bathroom breaks, leading to feelings of embarrassment and humiliation.
While I found my temporary job's lack of monitoring refreshing, I recognize that not everyone has the luxury of leaving a job that imposes such oppressive oversight. The ability to walk away is a privilege not afforded to all, and I acknowledge my fortunate position.
It's surprising to think that trust is a rare commodity in many workplaces. Yes, there will always be individuals who exploit trust, but the advantages of nurturing a trusting environment far exceed the risk posed by a few bad actors.
The pandemic has underscored the pressing need for businesses to reevaluate their approaches. While financial considerations are crucial, trust in employees is equally important. If you cannot trust those you hire and compensate, it may be time to reconsider your business model.
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Chapter 2: The Trust Factor in Business
In the first video, "Is Someone Tracking You WITHOUT Your Knowledge? Look for These 5 Signs," viewers will learn how to identify signs of unwanted surveillance in the workplace.
The second video, "How to Track Anyone's Location Without Their Knowledge & Avoid Being Tracked!" discusses methods to navigate privacy concerns in a digital age.