Mutual trust between a supervisor and a subordinate is a valuable asset in an organization. A business saturated with competent and trustworthy managers is a strong indicator of having less employee conflicts within the workplace. Creating an attractive corporate culture starts with human resource management. At the beginning of the hiring process, the first impression given by the applicant to the recruiter is the most critical starting point. The recruiter however has to keep an open-mind as to how to assess the candidate before having any negative thoughts about the potential employee. Trust between the candidate and the recruiter starts at the beginning of the interview process. The recruiter must be honest and demonstrate fairness during the interview process, making unbiased decisions when assessing the candidate.
An employee can work several years, learning how to be competent, reliable, and efficient within the workplace, and unfortunately get ignored, bullied, falsely accused of wrongdoing, or even terminated. Unfortunately the insecurities of a supervisor may outweigh all the positive aspects of a loyal, dedicated, and competent employee. The betrayal of trust may be broken forever. However, if an employee can survive a dismissal of employment, the key to regaining trust between management and the staff is to learn how to rebuild it. One must re-establish the overall values of the organizational mission that restores loyalty of the employees and build the trust within the workplace environment. Both parties must accept responsibility of his or her own actions and learn to forgive by demonstrating your commitment to each other and to the organization.
Open communication is important when rebuilding trust. Both parties must acknowledge the problem; agree to work on rebuilding the work relationship; and move forward into a more positive and productive work environment.
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