Meanwhile, if you are reviewing your Work-Life-Everything Else list in 2013 here is the first three posts which might help. This part looks at actions you can take to help yourself if your focus is work (well-being and wealth will follow).
Research commissioned by the Chartered Institute of Personnel and Development suggests that ‘trust between employees and senior managers is more likely to be weak (34%) than strong (29%)… and that trust is particularly weak in the public sector (43%)’.
Seemingly some senior managers wear rose-tinted glasses when they look at their teams’ performance. Their junior colleagues feel they can’t speak up. That could make for unhappier workplaces. If so that’s an unfortunate outcome, as demographic trends seem to show people working for a greater proportion of their lives before retirement.
So a couple of good stock-take questions to ask are:
How can organisational leaders display honesty and integrity to build more trust into their relationships with their employees?
What else can staff do to voice their concerns in a way that captures leaders’ attention?
Hopefully thoughtful answers to those questions can produce more trusting, and productive, workplaces.
For more on the CIPD you can visit them online at www.cipd.co.uk
- Less than a third of workers have faith in top bosses (telegraph.co.uk)