T
rust is the backbone of success in business. Leaders who authentically connect throughout their organizations see higher engagement and better KPI outcomes. According to the Harvard Business Review, high-trust companies experience increased energy and productivity along with reduced stress, sick days, and burnout. But trust is on the decline. The 2024 Edelman Trust Barometer, surveying 32,000 employees, shows a 9-point drop in trust in U.S. companies over the past decade, now at 53%.
Today’s leaders are grappling with communicating effectively amidst rapid macro trends like the widespread adoption of generative AI and the growing prioritization of health and wellness programs. Employee attitudes towards AI vary from excitement over its efficiencies to fear of its risks, making a clear AI policy and effective communication of that policy vital to dissolve uncertainties.
Health and wellness programs have become priorities for employees, often surpassing salary and job security. What once were considered perks are now essential workplace components. While leaders may already have comprehensive wellness programs in place, clear communication ensures employees fully utilize these benefits.
How can leaders navigate challenges like these while staying aligned with their organization’s mission and values? It comes down to building and maintaining trust through effective internal communication.
Leading with Trust and Vision
Leaders cultivate trust by aligning their words with their actions, demonstrating consistency and integrity. Trust is built slowly—and can fall apart with a single misstep. When communicating changes, it’s crucial to link what’s new or different to the company’s overarching vision. Communicating the why behind these decisions is as vital as outlining the what.
Organizational values and behaviors start with the executive suite and are largely activated at the people manager level. Leaders who exemplify openness to change by embracing new ideas and tools help team members learn to step outside their comfort zones. Their attitudes shape the perceptions and actions of their teams; leaders who express negativity towards change almost guarantee failure. Policies around appropriate use of technology and initiatives around employee well-being will require continual adaptation in the face of evolving working methods – a process leaders should encourage and model.
Transparency and Reliability
Employees appreciate leaders who are relatable and human. Leaders who acknowledge the consequences of their decisions cultivate relatability and accountability. Transparency is also critical. Openness about failures and uncertainties – and avoiding the pretense of having all the answers, builds credibility and trust. Leaders who emphasize their commitment to staying informed and up to date inspire their teams to be active participants during periods of change.
Effective leadership also requires active listening and learning. Leaders who make employees feel heard build trust and alignment within their organization. In workplace health and wellness, for example, the shift from weight-loss challenges to holistic health programs reflects employees’ needs. Leaders are reshaping their wellness initiatives in response to the body positivity/neutrality movement and a more comprehensive understanding of well-being.
These updated programs acknowledge mental, emotional, and social dimensions of health, going beyond simply physical factors that often don’t paint a complete picture. By addressing employee concerns, leaders show they care and empower a more engaged workforce invested in the organization’s success.
Building trust means having tough conversations. Introducing new policies often involves discussing ethical implications and risks upfront. By openly exploring and confronting these challenges, leaders foster internal trust that extends outward to external stakeholders. These candid conversations enhance organizational credibility and contribute to overall business success.
The Impact
Navigating complex changes hinges on effective leadership communication. Transparency, listening to diverse perspectives, and embracing learning and adaptation are essential for building trust. With these traits, and by aligning actions and strategies with organizational-specific values and needs, leaders can successfully guide their organizations through changes.
Communicating health and wellness programs or Generative AI policies are just two examples of the challenges facing leaders today. If you’d like to discuss your specific situation with one of our consultants, contact us.
