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Only 10 Percent of Americans Trust Their Managers
A study of nearly 2,000 employees revealed that only 14 percent believe their company's management is ethical and honest, and 25 percent have lost their trust just since last year.
Posted 7/ 19 11 at 2:30 PM | News, Management
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Only 14 percent of American workers believe their company's management is ethical and honest, according to a recent poll by Maritz, which surveyed 1,857 employees about their job engagement and level of trust.Even fewer employees -- 10 percent -- trust management to make the right decision in times of uncertainty, while those ages 18 to 24 years who recently entered the workforce have slightly more trust in their superiors, with 16 percent expressing trust.
Twelve percent of employees believe their employer actually cares and listens to them, while only 7 percent feel that the actions of management are consistent with what they say they will do.
As remnants of the recession continue to linger, 25 percent of employees have lost trust in their employer since last year.
The report cites "poor communication, lack of perceived caring, inconsistent behavior and perceptions of favoritism" as the greatest factors to the lack of trust.
The lack of trust between employees and employers could stem from the disconnect between personal and company values. Only 14 percent of employees said their company's values line up with their personal values.
Employers are struggling to engage new employees, who have been with the company for one to five years. Of this group, 27 percent are currently looking for a new job.
Rick Garlick, senior director of strategic consulting at Maritz, said in a statement, "Every employee is unique. The sooner management realizes that a one-size-fits-all approach to engagement doesn't work, the sooner they'll start earning the trust of their people and driving business growth."
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Comments (Page 1 of 1)
I have a Your the Mgr Day once a Month with my company I had for over 30 yrs..
It gave them alot more Insight of what the DARK side of running a business is all about.
and hearing about all the Stunts your Fellow Employees pull..
Also paid everyone either 50/50 Salary and Commission on the Business or they got Equal to 90% Salary..
Guess who worked the most and made the most $?
Gosh, I wonder what Management thinks of the worker?
I work for a retail store Dillard's in Houston. The management of this store is so repulsive that sometime I feel like I am in the third world country’s sweatshop. The store owns by “Trust babies” who don't care about the ways their business is running; as long as, they stuff their banks and that is all matter to them. I would be delighted to see this company files a bankruptcy.
more AOL involved in class warfare - business owners like me against the parasites. AOL is an obama lapdog - women hates dillards but works there and buys their $200 shoes - duh
It sickens me to see anyone bashed publicly - whether an individual or corporation; however, it does seem that the trend of large corporations (and from what I have heard from previous and current employees of Dillard's, they DO seem to fall right in there) in America is to be dishonest and disinterested in their employees. While corporations should not be expected to be baby-sitters or psychiatrists, a little nurturing and tending to the the individual psyche can mean big pay-offs for all involved.
With an alarming frequency, employees complain that the companies who hire them, treat them much like assembly line parts that are quickly and easily disposed of, rather than making an attempt at a humane level of "maintaining".
This is quite ignorant and counter-productive, really. An employee who feels like a valued part of a team (also unfortunate, is that corporations have turned the word "team" into a catch-phrase that no longer seems to have true meaning), is happier, more productive, and is going to project a positive image on the company that they work "with".
It is a tremendous challenge to find an employee with good work ethics and enthusiasm. Yet, when they do manage to find and hire them, far too many corporations don't recognize it, or seem hell-bent on snuffing out those very qualities by attempting to turn them into cookie cutter replicas of one another, and make little effort in retaining them.
While it is true that corporations must require consistency in standards and practices, sadly, they seem uninterested in making even a few honest and feasible efforts at finding what "drives" the individual employee, so that they, and the employee can "bank" on their talents through attempting to "meet them where they are", and from there, attempting to "lead them to where they want to be".
Most employee's do realize that it is not possible for a company to give them pay increases or promotions within a few short months, or sometimes even years, of being hired; afterall, there are only so many management positions and funds available. However with a modicum of effort and creativity, corporations would find that most employee's immediate and often even long-term goals could be met rather easily; beginning with listening to employee's suggestions for ways to improve the business as well as suggestions for keeping high employee morale - which, by the way, has little to do with holding mandatory "rah-rah" meetings, and everything to do with treating their employees as valuable, contributing adults.
A successful team is first made up of individuals with a variety of talents, and second, a healthy respect for each of those talents. Corporations can learn and appreciate this, or they can continue to spend precious resources repeatedly training employees who will leave with a bad taste in their mouths - and a bad word for them.
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