It’s got to be a two-way street

My last post made me think about the way that trust, loyalty and pride work.  We act as if they flow one-way.  But they simply don’t.  If trust, loyalty and pride aren’t reciprocated, it’s pretty hard to imagine how they can even exist.

Does your organization trust employees?  If it does, how is that trust expressed?

Is your organization loyal to employees?  Is it proud of employees and the work they do? If it is how is that loyalty and pride expressed?

Do your managers trust employees?  If they do, how is that trust expressed?

Are your managers loyal to employees?  Are they proud of employees and the work they do?  If they are how do they express their loyalty and pride?

If not, how can we possibly expect employees to trust our organizations or management?  How can we expect employees to be loyal to our organizations or management?  How can we expect employees to be proud of the organizations and the people they work for?

So, where does that leave us?  If we want employee trust, loyalty and pride then we’re going to have to change.

Tags: Authenticity, Communications, Cultural norms, Employee communication, Engagement, Loyalty, Pride, Relationship, Trust