Trust is the true currency in business; a value that sets successful businesses apart. It helps build work cultures where employees are encouraged to speak up, experiment, and give their best. But trust doesn’t come easy; it must be fostered carefully over time.
Small and medium-sized businesses (SMBs) that had to take tough decisions to survive, such as reducing work hours or perks, are looking to earn back their employees’ trust. Salesforce’s fifth edition of the Small and Medium Business Trends report shows that SMBs are taking steps to address employee concerns around workplace safety, flexible schedules, location, etc.
Based on the report’s insights, here are seven ways SMB leaders can win employee trust by making working easier and workplaces more conducive to growth:
Help employees understand company policies that matter most to them: safety measures, annual leave, remote working, and appraisals. Be transparent about your plans to handle health risks or economic downturns. You can do this by holding regular company- or team-wide meetings, making policy details available on your website, and sharing open calendars with employees.
Transparency is one of the best ways to build trust and increase employee retention. It is especially important for growing SMBs that want to attract high-performing professionals.
Allow employees to freely discuss personal and professional challenges. Ensure you let all employees know they have your support to overcome challenges and are free to seek time off when needed.
Penalising employees for simple mistakes and not allowing them to take risks reduces trust and productivity. Instead, work alongside them to help improve their performance. Also, set up an internal support group and forums to discuss everyday challenges. Empathy can allow SMB leaders to build strong relationships with each employee, enabling them to handle workplace challenges better.
Hear them out on the changes they would like to see at work. They can also share valuable feedback on how to improve processes and organisational structures at the ground level. SMBs that have small teams can have one-on-one conversations. Alternatively, hold team discussions and conduct anonymous polls to get employee feedback.
Give employees the autonomy to follow their styles of working. Employees dislike micromanagement. It isn’t a good use of an SMB leader’s time either.
In any case, SMB leaders can only don so many hats at once, making it important to encourage employees to be more accountable. This also instils a greater sense of ownership and pride in the employees.
Do this by continuously aligning their goals with company goals and visions. This shows that you trust them to be capable of doing more, encouraging them to trust you back and contribute towards achieving these goals.
Come together regularly to align individual and team goals with those of the leaders’. This can help SMBs come up with innovative ways to achieve their goals as a team and grow faster.
Enable them to grow professionally and explore their true calling. SMBs can do this by providing employees with opportunities to learn from colleagues, connect with industry experts, use free learning tools, and encouraging teams to think creatively.
Company values should be reflected in the way you work and your worldview towards employees, customers, and important causes. This reflects in how diverse your workforce is, what you do to enable work-life balance, how you approach mental health issues, and whether you use technology responsibly.
Furthermore, SMBs that stand by their values are more likely to be trusted and supported by their employees and communities. According to the Small and Medium Business Trends Report, 67% of SMBs consider community support important for their survival.
Resilience and grit are characteristic of SMBs. SMBs can take inspiration from those that thrived during the pandemic to tackle their challenges. They can use these insights and ideas to enable their employees to contribute to their organisation’s success collaboratively.
This post was originally published on the I.N.-version of the Salesforce blog.