– it’s difficult to earn, easy to lose, and critically
important for your organization’s success.
- Employee mistrust will be a leading cause of turnover
as the job market revives.
- Employees who do not trust their managers and organizations
focus on protecting themselves at the expense of the commitment,
productivity, and cooperation organizations need to compete.
- Mistrust makes it more difficult to create a compelling
culture that provides a sustainable competitive advantage.
- Managers and organizations can significantly reduce mistrust
by providing open, honest, and frequent communication.
- Follow-through on commitments and promises may be the
single most important behavior in preventing employee mistrust.
These are just a few of the conclusions from Phase I of the
Trust Factors @ Work study conducted by Pennington Performance
Group in partnership with IRI Consultants to Management and
The negative effects of mistrust in the workplace are widely
accepted. But, investigation into the exact behaviors and
performance that reduces trust between an organization and
its employees has been minimal until now. The Trust Factors
@ Work study was initiated to identify the causes of employee
mistrust and its effect on both people and organizations.