Employees perform their best only when they trust their management. A lack of trust in the relationship will undoubtedly lower employee productivity and hurt their morale. Studies have revealed that managers who do not get timely reports from their team members find it difficult to trust that their employees are indeed working. In this article at Harvard Business Review, Sharon K Parker, Caroline Knight, and Anita Keller explain how some managers are finding their roles more difficult than before. The authors also describe how managers’ mistrust leads to micromanagement, further leading to reduced employee motivation and productivity.
Managers’ Trust in Remote Workers
“Quite a few managers reported not trusting the competence of their employees, with almost one third (29%) questioning whether their employees had the required knowledge do to their work, and more than one quarter (27%) agreeing that their employees’ lacked essential skills,” say the authors. Many managers believe that remote workers usually perform worse than those who work in the office.
On the other hand, employees have reported that their managers do not trust their ability to do the work. Further, they have also explained that supervisors doubted their ability to do the work and often questioned if they had the knowledge required to complete a project.
A large number of managers and supervisors are working from home and struggling with ways to manage people effectively. This has translated into many workers feeling micromanaged and untrusted by their supervisors.
How Can You Increase Employee Trust?
If you want your people to support your business goals, you must listen to your employees. Don’t neglect to take action and follow up on their work-related grievances. Also, recognize, appreciate, and respect your people. This will help to build trust and increase your employees’ performance and productivity.
To read the full report, click on https://hbr.org/2020/07/remote-managers-are-having-trust-issues.