Trust in an employee - how to build it?
Poles are a rather distrustful nation. We do not believe in friends 'stories about their unbelievable holiday adventures, we look for lies in the statements of politicians, our minds are sensitive to the telemarketers' assurances about the properties of the products sold. We are on guard at every step, because we are afraid that someone will deceive us.On the other hand, we are happy when we lead someone astray. Our attitude means that we are not able to trust even the closest family. How, then, is the employer supposed to trust the employee? Are the bosses able to entrust important company matters to their subordinates? When is the loyalty of employees and how to recognize it?
Trust in an employee takes years to develop
When hiring a person, the entrepreneur does not know who he is dealing with. Admittedly, he may call the new employee's previous employers and find out about him. However, can one be guided by the opinions of others? You can, but it is better when we form our opinion about the subordinate ourselves.
First you need to show a credit of trust. It cannot be assumed that the new employee will not fulfill his / her duties or bring sick leave. The employer should be positive. He has to do with someone he has yet to get to know.
So where does trust in the employee come from? There may be several reasons for this. If they occur simultaneously, they increase the employer's positive attitude towards a given person:
the employee fulfills his duties and does not avoid work,
the employed person is not late, and if so - stays longer in the office,
the employee is verbal, fulfills the promises made by the employer. If he fails to complete the task within the specified deadline, he / she gives reasonable reasons for the delays,
the employed person is not demanding - does not ask for payment (if the payment deadline has not yet been exceeded), does not ask for continuous bonuses, increases and benefits,
the employee is willing to increase their competences, wants to learn new things,
the employed person does not talk about the boss behind the back, is able to honestly talk to the subordinate and if he needs a leave for a personal reason, he does not hide it,
the employee is not involved in any competitive activity,
the employed person does not conduct secret job interviews,
the employee does not cheat the boss - he does not take office supplies home, he does not use the company phone for private conversations, he does not take care of personal matters at the workplace.
Summing up, it can be said that an employer trusts an employee if he or she fulfills all obligations, is committed to work and shows interest. When an employed person cares about the good of the company, then the entrepreneur should notice that he is dealing with a loyal employee.
Trust in the employee - how can it be built?
There are employees who are able to perfectly mask their true intentions. On a daily basis, they diligently and reliably fulfill the tasks entrusted to them, and deep down they do not like the boss and talk with their friends, colleagues and even competitors. How to check if a person is trustworthy? Some kind of testing can be done.
First, the employer may perform a secrecy test. For this purpose, he invites an employee to an interview and provides him with very important, even confidential information that cannot go beyond the boss's office. The employee nods and assures the employer that the secrecy will be safe with him. He leaves the room and the boss starts observing - if the person is really trustworthy, he will not share the secret with his co-workers.
Second, persistent liars can be detected by asking uncomfortable questions. If an employee keeps using the same excuse for a decline in efficiency, or on the contrary - he is mixed up in the explanations, it is not worth trusting him.
Third, trust in employees is built on strict control. The employer can install monitoring and check what the employed people do during their work. If someone spends too much time in the cafeteria, it is worth considering a disciplinary interview.