More on how to Destroy Trust

Make random, haphazard, unexpected changes for no apparent reason: Keeping employees off balance may sound like an effective approach to creating agility in your organization. But, random change produces the opposite effect.

People get used to their comfortable way of doing things. They get used to the mood the boss characteristically exhibits when she arrives at the office. They expect no consequences when deadlines are missed – because there have never been any in the past.

Any change must be communicated with the rationale behind the change made clear. A starting date for implementation and participation from employees whose jobs are affected by the change will keep you from destroying trust.

A sincere and thoughtful demonstration that the change is well-thought-out and not arbitrary will help employees trust you. An explanation for a change of mood or a different approach goes a long way to prevent the destruction of trust.

More About How to Destroy Trust

These are the top issues that destroy trust between employees and in organizations. If you can avoid these five trust busters, you will have gone a long way toward ensuring that trust is building in your organization.
Lies, lies of omission, failure to walk the talk, failure to do what you say you will do, and subjecting employees to random, haphazard, unexpected change destroy trust. Walk on the better path. Build, don’t destroy trust in your organization.