Trust is not about guaranteeing employees that nothing bad will ever happen.
If building trust requires a guarantee of anything, it’s that the company will tell employees what’s really going on—even if it’s bad news.
Employees are smart enough to realize that no company can promise lifetime employment anymore. Most employees don’t even want lifetime employment. They want interesting, challenging, meaningful work.
Workers today start a job with the expectation that eventually they’ll move on to another company. Your staffers are not naïve. Honesty, then, becomes the primary pillar of trust.
Employees feel trust in their company—and thus do their best work and are most engaged—when they believe managers are being honest with them. So how does a company do that?