Why Do Employees Struggle to Trust Top Management? Share Your Experiences and Solutions

Greetings!

It has been observed that most of the employees don't have enough trust in top management. They have a notion that if an issue is raised, management would be least interested in addressing the same. However, even I feel the same. Whenever an initiative is taken or an issue is raised, I end up doing innumerable follow-ups with top management to get the task completed successfully. If an employee takes complete ownership of the task, the employee almost risks his job by not keeping the required authority in the loop.

Due to this, many initiatives die out and affect the morale of employees. I invite all of you to share such experiences and let's discuss possible reasons and alternative ways of addressing the problem.

Regards, Savitha

Savitha,

You have raised a fine point. The same situation persists if you set up a "suggestion box" in the office.

Initially, for the first few months, be prepared to receive only cosmetic/superficial suggestions.

However:

a) Make it a point to acknowledge each and every suggestion.

b) Find ways to say "YES" to a suggestion (this implies an attitude change by accepting the need for improvement in the best interests of the organization).

Also, invite volunteers for various forums, e.g., the health and safety committee (which can be divided into two sub-committees, namely, first aid and fire fighting), the Paper Recycling Club, the harassment committee, etc.

Forums are a means of fulfilling the fundamental rights of "freedom of speech and expression," etc.

Additionally, your organization may encourage people to spend time with NGOs. The company should at least contribute an amount equal to what the employee has donated.

Top management "buy-in" is essential. However, explain to them the inherent advantages of greater employee/customer satisfaction.

Suryavrat

Thank you, Surveyat!

Referring to your suggestion of forming various committees, I have already tried that during January. Although the committee started off well, it lost its enthusiasm over time. Employees lack too much drive, and a few interested employees are overloaded with work and hardly find time to engage in such recreational activities.

Let's see how it is going to work further. I believe it would take some time, a good amount of consistent effort, and patience to bring about that change across all levels of management.

Regards,
Savitha