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Workplace relations - Building trust at workplace
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Workplace relations - Building trust at workplace
Introduction
Relations at workplace are different from those that we create and develop in our day to day life. Just like our personal relations, our professional relations are also based on trust, faith, and respect. Both types of relations require investment of time. However, basic differences between our personal and professional relations are as follows:
1. Relations at workplace are time-bound and can or cannot be permanent or long-term based.
2. Though based on common vision and focused on similar goals, relations at work-place require one to be competitive and sometimes even compete with one another to stay ahead.
3. There can only be a possibility of mutual trust, faith and respect and it cannot be one-sided.
4. People involved in workplace relations should have High Emotional Quotient and should be able to differentiate between personal and professional emotions.
Types of relations that can exist at workplace are:
a) Employer-Employee
b) Manager-Subordinate (or rather Head - Subordinate)
c) Colleagues
d) Employee - Internal Service Provider (Finance, HR etc)
e) Employee - External agents (Vendors, clients, customers etc)
It has been noted that lack of trust in relations at workplace costs very dearly to the company and the loss cannot be comprehended in figures. Lack of trust prolongs the decision making process. It also complicates the communication process. Trust in relations also affects the motivation and morale of parties involved. Hence, what are those factors that help to build mutual trust between relation at workplace and what factors deteriorates that trust? What is the beginning of that trust? What one should do to keep that trust? What are the remedies when that trust is broken?
Traits and Behaviors that affect the trust
Trust is the building block for gaining the admiration of your employees, building positive work relationships within your team and enabling staff to handle stress and uncertainty in the work environment. It may be tempting for new managers to believe that trust will grow naturally toward their leadership, however, effective managers don`t take trust for granted. Trust is something that is given or earned not demanded. I`ve noticed that companies that talk about trust the most tend to do the least to encourage it.
From my experience, I understand that the following factors play an important role in building trust between relations at workplace:
Walk the talk and keep your words: - Conversely, don`t make promises you can`t keep. This also ensures the credibility in relation. It is important for you to build a character for being a trustworthy source of information and support. You may not be in a position to be proficient at workplace dynamics, particularly if you are a newcomer; nevertheless, you can ascertain your credibility among team members by showing an understanding of, and concern in their work issues, signifying technical expertise in your field, and being valued by your peers (people at your level within the organizational hierarchy). Your subordinates will tend to feel more comfortable, sheltered, and trusting when they perceive that their manager or team leader has credibility within the organization.
Fast, Free and honest communication: - Keep employees honestly informed. Provide as much information as you can comfortably divulge as soon as possible in any situation. However, it has been noted that a message or communication (whether positive or negative) that is not delivered on time hold little value. Most of the time delay in communication causes more damage than the content of message. Those managers, department-heads and business leaders that lack vision and goals and do not wish to take accountability of their action spend lot of time in fixing the blame. They spend their time in playing e-mail tag, or the cc (bcc) game or finding out who owns what rather than solving the actual problem. If you`ve got a clear idea where you are going, if you focus on what you need to know to drive your business forward, make sure all your communication is positive and appropriate, and set clear defined expectations for who does what and what outcomes you expect from meetings, you will minimize the time wasting. Then you`ll have more time to spend with the staff, encouraging them to take responsibility. Keep staff members truthfully informed. Provide as much information as you can comfortably divulge as soon as possible in any situation.
.........
Source:
http://ezinearticles.com/?Workplace-Relations---Building-Trust-at-Workplace&id=2
Relations at workplace are different from those that we create and develop in our day to day life. Just like our personal relations, our professional relations are also based on trust, faith, and respect. Both types of relations require investment of time. However, basic differences between our personal and professional relations are as follows:
1. Relations at workplace are time-bound and can or cannot be permanent or long-term based.
2. Though based on common vision and focused on similar goals, relations at work-place require one to be competitive and sometimes even compete with one another to stay ahead.
3. There can only be a possibility of mutual trust, faith and respect and it cannot be one-sided.
4. People involved in workplace relations should have High Emotional Quotient and should be able to differentiate between personal and professional emotions.
Types of relations that can exist at workplace are:
a) Employer-Employee
b) Manager-Subordinate (or rather Head - Subordinate)
c) Colleagues
d) Employee - Internal Service Provider (Finance, HR etc)
e) Employee - External agents (Vendors, clients, customers etc)
It has been noted that lack of trust in relations at workplace costs very dearly to the company and the loss cannot be comprehended in figures. Lack of trust prolongs the decision making process. It also complicates the communication process. Trust in relations also affects the motivation and morale of parties involved. Hence, what are those factors that help to build mutual trust between relation at workplace and what factors deteriorates that trust? What is the beginning of that trust? What one should do to keep that trust? What are the remedies when that trust is broken?
Traits and Behaviors that affect the trust
Trust is the building block for gaining the admiration of your employees, building positive work relationships within your team and enabling staff to handle stress and uncertainty in the work environment. It may be tempting for new managers to believe that trust will grow naturally toward their leadership, however, effective managers don`t take trust for granted. Trust is something that is given or earned not demanded. I`ve noticed that companies that talk about trust the most tend to do the least to encourage it.
From my experience, I understand that the following factors play an important role in building trust between relations at workplace:
Walk the talk and keep your words: - Conversely, don`t make promises you can`t keep. This also ensures the credibility in relation. It is important for you to build a character for being a trustworthy source of information and support. You may not be in a position to be proficient at workplace dynamics, particularly if you are a newcomer; nevertheless, you can ascertain your credibility among team members by showing an understanding of, and concern in their work issues, signifying technical expertise in your field, and being valued by your peers (people at your level within the organizational hierarchy). Your subordinates will tend to feel more comfortable, sheltered, and trusting when they perceive that their manager or team leader has credibility within the organization.
Fast, Free and honest communication: - Keep employees honestly informed. Provide as much information as you can comfortably divulge as soon as possible in any situation. However, it has been noted that a message or communication (whether positive or negative) that is not delivered on time hold little value. Most of the time delay in communication causes more damage than the content of message. Those managers, department-heads and business leaders that lack vision and goals and do not wish to take accountability of their action spend lot of time in fixing the blame. They spend their time in playing e-mail tag, or the cc (bcc) game or finding out who owns what rather than solving the actual problem. If you`ve got a clear idea where you are going, if you focus on what you need to know to drive your business forward, make sure all your communication is positive and appropriate, and set clear defined expectations for who does what and what outcomes you expect from meetings, you will minimize the time wasting. Then you`ll have more time to spend with the staff, encouraging them to take responsibility. Keep staff members truthfully informed. Provide as much information as you can comfortably divulge as soon as possible in any situation.
.........
Source:
http://ezinearticles.com/?Workplace-Relations---Building-Trust-at-Workplace&id=2
