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Why Build a Culture of Trust in your Company?

Thinking about gaining trust, or trusting your employees of that matter, one always starts grappling for conditions and risks... perhaps a way to make your wisdom a little more telling!

Now here's what - there are two ways you can go about solving problems while working in an organization. The first of them is to take it upward from the lower levels, through the management, which is supposed to have a clear understanding of the culture and the various standards, up to the top level, that is supposed to push down a solution that needs to be executed, right down at the lower levels.

Evidently, there are chances of losing context across the ladder!

However, the second way of solving the problem is harder to articulate. It comes with an element of building a culture of trust.

Discovering the obvious possibility of mismanagement, delinquency, or even theft is a no-brainer, really!

A more delicate way of taking this seriously is realizing what a self-trusting family of workers, oriented towards a common purpose can achieve.

Recent business history has revealed, time and again, when employees get more freedom, the overall output is more profitable. And that's not just by chance. Here's how it works. Whenever the top level is okay with ample freedom for workers, they surely trust them. Sure, there are certain specifications as to what has to be done, or what the end goal is. Once you have recruited someone for their skills, it is only stupid to have overlooked criminal tendencies or the lack of willingness to put in 100%.

When employees are encouraged to prove their mettle, they will. And you can trust me on that!

More about business, trust, and innovation in the next post! 


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