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UK employees don’t trust their bosses
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18/12/2007
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Less than a third (30%) of UK employees have complete trust in their manager, with almost eight in ten (78%) believing that their manager has let them down in the past, according to research published in November.
The research, released by Investors in People – the organisation that works with companies to improve their performance – also reveals that over half (55%) of employees believe that their manager only has their best interests at heart when it suits them.
The YouGov research reveals that managers are most likely to let down employees by failing to provide the support they need to do their job (49%), failing to respond to concerns expressed by employees (48%) or withholding information which impacts on them (45%).
Sharing information in confidence with another member of staff was cited by over half (55%) of employees as the worst possible type of betrayal by their manager.
Employees’ lack of trust in their managers is most apparent when asked who they would confide in regarding a sensitive work-related matter: less than one-quarter (21%) would look to their boss, with 55% turning instead to a colleague or contemporary in times of trouble.
Alarmingly, this lack of trust in managers can have serious consequences: respondents said it can lead to lowered employee morale (68%), destroy team spirit (46%) and result in people looking for a new job (42%).
Simon Jones, acting chief executive at Investors in People UK, said: “Lack of trust in UK workplaces is a major concern. Trust is fundamental to building and maintaining effective relationships between managers and teams, and the bedrock of success. However, as our research shows, less than a third of employees have complete trust in their manager. Lack of trust breeds suspicion which can undermine confidence, commitment and productivity in the workplace.
“Managers must take heed and redouble their efforts to build trust amongst their people, understanding their concerns, communicating more regularly and being more honest with employees. Employers must also take responsibility for equipping managers with the skills needed to build more trusting relations with their employees. Without this, management practices threaten rather than enhance employee commitment, wasting opportunities, investment and resources as they do so.”
The research also reveals what managers could do to build a trusting relationship with their employees, with almost two in five (37%) employees believing that bosses should engage in regular communication, whilst a third (33%) think that managers need to be more honest and stick to their word.
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Author
Chris Rowlands
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