The Bridge of Trust ~ by Katie Rullo

“When you trust people, you have confidence in them – in their integrity and in their abilities.”  –Stephen Covey

Roughly half of all managers don’t trust their leaders. That’s what I found when I googled this topic.  It was based on a survey of 450 executives of 30 companies from around the world, but if you surveyed your staff, what do you think the results would be? What if we surveyed all managers? How would H5H stack up?

Trust is having the confidence to rely on someone to help you when you are in a weak or vulnerable position.  Do you trust the person that is in charge of placing the truck order? How about the person delivering it, or putting it away? Do you trust the system you are entering the invoice in and reviewing at end of the month?

Trust is a part of the process from start to finish.  Every time we assign a task we are trusting someone to execute the mission/assignment.  Also, every time we are assigned a task, someone has trusted us to execute it well.  Not just to get it done, but to do it with excellence and integrity. 

If we do not complete a task with integrity, decide to take shortcuts, don’t follow through, then the bridge of trust begins to shake and crumble.  And we all know what happens once trust is completely broken. 

Trust also has the ability to change the feel of a work environment.  If we are going to welcome new team members into our restaurants/sports bars/sub shops then we should assess our current level of trust and ask ourselves if we are providing a high level of trust to our teams.

An environment that has low levels of trust is often described as “stressful,” “threatening,” “divisive,” “unproductive,” and “tense.”

On the flip side, a high-trust work environment feels “fun,” “supportive,” “motivating,” “productive,” and “comfortable.”

So….. if we build it, they will come (and hopefully stay for 22+ months)!

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