Building a culture of trust and empowerment is important not only to employee retention but also to improving mental health in the workplace.
According to an article from Forbes, “A Harvard Business Review survey revealed that 58 percent of employees trust strangers more than they trust their own bosses. Many ethical people have a hard time working for employers they don’t trust.”
Trust goes beyond managers – employees who are productive and secure in their well-being also have trust in their colleagues.
As noted in the Forbes article, “The culture you build has to reinforce teammates’ trust in one other and provide an environment of psychological safety.”
Harvard Business Review defines culture as “the ways people in the organization behave and the attitudes and beliefs that inform those behaviors (i.e., ‘the way we do things around here’) — including formal, stated norms as well as implicit ways people work and interact.”
HBR highlights a new model for developing organizational culture that is inclusive of employees at all levels – no longer something the C-suite dictates for HR to implement. Incorporating middle managers and employees establish the desired two-way communication we encourage through the Truvelop app.
Additionally, the role middle managers play in creating workplace culture includes training and communication with employees which is often missed in the traditional top-down approach. When managers and employees are considered in developing and evolving workplace culture, they provide much-needed context to the way they work day-to-day and what can be helpful to keep them motivated, engaged and productive.
With the Truvelop app, our customers benefit from insights and experiences of our team and peers on the app through monthly lunch and learns, and special training programs. These support services help managers who may not have the confidence or training to be effective managers to better understand how to create an employee experience focused on well-being and development to drive retention.
When it comes to mental health, managers should keep in mind that workplace stressors can shift rapidly. It’s important to regularly check in with employees to understand what is currently going well and how they can be supported. With the Spark function, managers can request feedback or ask for an update, and it’s a great way to memorialize conversations and gain insights that can be used in performance evaluations. These regular check-ins help improve the employee’s trust in their manager.
The more touchpoints a manager has with employees, the easier it is to address challenges or obstacles in the moment versus overlooking something which could lead to the employee losing focus and feeling frustrated.
Creating a culture of trust and transparency that values well-being is one of the most important ways a company can solve for retention.
Contact us today to learn more about our modern approach to performance management and development and how it solves for retention. Don’t just take our word for it, see what our Customers have to say.
