Management and workers' confidence

The dynamics of relationships between management and workers should always take care in such a way as to ensure that workers give way to that trust is always present to the manager, who directs, he led the company, organization where is providing services. But it is also important that the working groups, including people express trust,

It is necessary to bear in mind that building trust generates huge profits for the company, for their behavior, something that can never be ignored, just the opposite should be aware of it.

There are many managers who have neglected this aspect, and unfortunately the organizational climate, shows a behavior unsuitable for some companies by the lack of trust between workers and management.

In Venezuela, especially in SMEs, is an issue that can not be avoided, especially given the reality of the political scene, economic uncertainty, turbulent, where uncertainty has emerged, fear, risks that have affected the business and where distrust has increased not only at macro, micro, but within each company where its management is at most must give way to confidence, security workers.

Commenting on the significance of this is from, it is important to note as manifested by IESE professors Pablo Cardona and Helen Wilkinson Helen in a research work on this topic and through an interview that made them Universia Knowledge Wharton pointed out where behaviors are worthy of trust management, employees rely on them more and more involved in their work and the company. This, in turn, reinforces the confidence of his bosses in them, which also makes it easier to continue to maintain an attitude worthy of credit.

According to his research, preguntádsele some workers of different activities, they base their confidence in relation to work, responses involving aspects such as reciprocity, transparency, loyalty, responsibility, professionalism.

Some said: "What makes me trust someone, it always meets my expectations of work. That is true to its commitments and that when you say you will do something, do it. And when you think you will not be able to do something , speak and explain why. " (Women of the business education sector, 37 years).

"It makes me trust you always respond to my communications, to establish a fluid exchange of information, a sincerity in that exchange." (Women of the communication sector, 35 years).

"Confidence is a feeling of security you have to share everything with someone you know is going to respond to the expectations because he / she can make commitments and fulfill them." (Man of the consulting industry, 42 years).

Helen Wilkinson, behaviors that generate trust are: consistency and predictability (not contradict the opinions and arguing) integrity (based on ethical principles) open and fluid communication with partners (the lie is never good), to share and delegate (resulting in increased motivation and personal involvement) subordinates concern (empathy is one of the most helpful skills), and loyalty. The trust is based on the interconnection of these components

For Paul Clarke for his part says that everyone in the company can begin to cause confidence but the main weight comes from the managers. If they build confidence, it is much easier than it is extended to different levels within the organization. If not, workers can maintain trust with one or another among themselves, which is not necessarily positive, it can be counterproductive because it can generate a defense system "against" the direction.

Asked How is trust? It notes that in the first place, by example, that managers set an example by doing what others demand and doing what they say (and holding the behaviors described in the previous section), secondly, through the real assessment policies for workers. If you claim that values ​​are of course not at all taken into account when evaluating people, there is no real consistency with the policies, third, through the decisions made in day to day business. Again, people will notice the consistency with those decisions. And finally, through effective communication at all levels of the organization's intentions and decisions of the company, the policies adopted.

Very important in the development of research carried out as Helen Wilkinson brings the benefits of that trust is manifested in the company, organization, are that people and departments can work together as a team. If no trust is created, each dedicated to their stuff, not the common good or general interest of the company or organization. When there is trust, there is fluidity, exchange of ideas, pro-activity. The worker thinks for himself, not awaiting instructions. It is master of his own work and contribute to initiatives that add value. Not afraid of being penalized in case of mistake or that someone will steal their ideas, their contribution. This influences the organization forward and not stagnate in the behavior inherited from the past, inertia. And of course, also influences the development of the worker

Since then very important to determine which symptoms are manifest in all that company where distrust prevails and how it affects the organizational climate, leading to a thoroughly unproductive, disharmonious.

About it, say that there symptomatology indicate that there is distrust, such as depression, anxiety, medical leave for stress, excessive mobility, low motivation, no flow of information, among others.

At the end of all is the importance of trust in the company, the need for her to appear, Wilkinson says that if there is no trust, there is no real commitment. Without it, mercenary reactions should not be a surprise, it would have to be prepared to accept that the worker is not going to worry about the overall good of the company.

In short, for the Venezuelan case, management must ensure that your leadership, direction, especially given the crisis that faces not pass through their actions appear to distrust, on the contrary is an opportunity to test how well trained, prepared to face the challenges and remains active as your human resources where this will always have confidence and support expected of him. Just not to overlook