How to gain the trust of employees

How can we win the trust of employees?

In the article "How to do if no one fully trusts the boss?", Professor Bartholome pointed out that the factors to cultivate trust and honesty should include at least six aspects, namely "communication", "support", "respect", "fairness", "predictability" and "competence". This is not different from the leadership style and characteristics emphasized by Chinese-style management, especially when reading many of the arguments in this article and comparing with the eastern culture, it is more similar.

Don't despise communication

Barclays believes that "communication" means to inform subordinates, provide accurate feedback, explain decisions and decisions, treat their problems honestly, resist temptation, and do not return information as a means or a benefit.

There is a well-known domestic private enterprise with an annual turnover of about 600 to 800 million yuan in Guangdong. The boss himself serves as the chairman and general manager, and his wife serves as the deputy general manager. However, due to her humble background and low education level, she was originally with a sense of inferiority complex, but was chosen by the chairman of the board at a entertainment party on the playground, deliberately placed in the company to play the role of assistant, and soon became the chairman's wife. In the past three years, under the advice of the consulting company, she has been promoted from the warehouse keeper and the procurement sponsor to the "executive vice president". The consultant expected her to turn the dark into the light, stand on the table, and truly assist the normal operation and development of the enterprise, rather than wrestle with the warehousing and procurement units and departments. Unexpectedly, she can still treat others with humility shortly after her promotion, and it began to change in less than half a year. Even the vice chairman, who was hired by the chairman of the board of directors, did not pay attention to it. She looked arrogant and could not listen to others' voices at all. The worst thing was that her way of communication was mostly high-profile, and people around her should follow her command, otherwise she would try to fight him down The communication mode of "not counting words" and "full of nonsense" soon enraged the senior marketing director and financial director of the company. At that time, the company's morale was greatly damaged, and the cadres with relatively good abilities left one after another. The people left behind were all vulnerable employees who tried to compromise and waited for the opportunity, and those who were greedy for high salaries.

Do not deliberately "prevent" employees

The second factor that affects employees' trust in the boss should be "Assist". Pasteur believes that "support means caring for subordinates as a person, it means that you can rely on and approach them, and it also means helping them, guiding them, encouraging their ideas and protecting their positions".

Taking the private company just mentioned as an example, when marketing activities are launched, the travel expenses of the marketing staff at the front line or the bonus and salary of the sales guide stationed in the store should be allocated as soon as possible to boost morale and quickly seize the market. However, the executive vice president, in reviewing the expense reimbursement materials sent by the marketing department, either shelved or made difficulties, did not cooperate and support at all, And the advertising expenses of the Marketing and Planning Department are not paid to the advertising company on time. Anyway, asking for money is like asking for her life. If you can delay it for a day, you can cut it for a day. If you do not reach the situation of deduction or fine, you will feel unhappy. The executive vice president put it bluntly, treating employees as thieves and taking extra care to prevent them from making mistakes. This has led to a sharp decline in the overall marketing force of the market.

Don't be arrogant

The third factor that affects trust and honesty is "respect". Barclays believes that "respecting others will bring others' respect for you. The most important form of respect is' authorization ', followed by listening to the opinions of subordinates and acting according to their opinions."

In 1998, the author was invited to Jinan, Shandong Province, to train and teach the 50 reserve general managers of the East Hope Group, the largest private enterprise in China. During the whole process, I felt highly respected. Not only did Mr. Liu Yongxing, the chairman of the board, give me the best room in the hotel, but Mr. Liu fully respected the teacher's choice of teaching methods and techniques during the two-way communication before class, What is more admirable is that during the class, the chairman and his wife, like other students, always abide by the classroom etiquette rules, and carefully study and ask questions. That kind of polite, humble and polite soft attitude is really unforgettable for a lifetime. There is absolutely no arrogant attitude.

Do not keep short

Barclays believes that "the lack of fairness for a long time will soon dry up trust and honesty". Therefore, the fourth factor affecting employees' trust in the boss should be "Fair". The most indignant part of the subordinates is that they are too selfish, not objective enough, engage in small circles and overly partial to their own supervisors. Just like the executive vice president of the aforementioned private enterprise, when the procurement and warehousing unit she manages has rights and responsibilities with other departments, she must protect her few one or two confidants at any coordination meeting, and say "black" as "white", and try to be clever, so that people can't stand it, This kind of boss, who does not seek fairness and objectivity in everything, but only seeks to protect the short term, of course, cannot win the trust of employees, and is more likely to become a clique due to lack of fair treatment, which is not the blessing of the enterprise.

No breach of commitment

The fifth factor that affects employees' trust in their boss is "Future". Pasteur emphasized that "predictability refers to consistent and trustworthy behavior, adherence to explicit or implied promises and consistency of character", which is particularly important for entrepreneurs.

A domestic real estate company hired me as a consultant to assist them in their development. It promised to give me a dividend of 5 percentage points according to the turnover and settle it at the end of the year. Unexpectedly, after less than half a year of cooperation, the performance suddenly jumped sharply. When the set of "real estate franchise chain business system" designed by me was able to operate easily and speed up the replication operation in the mainland, the business owners bent to a few, and the part of the dividend to be paid to me at the end of the year was not a small amount, So I finally forced me to agree to end the cooperation with the company through all kinds of criticism and cold silence. In fact, in order to stimulate the growth of enterprises, many business owners casually promise to pay dividends and bonus systems and welfare conditions (such as car allocation, mobile phone subsidies, and housing allocation) to relevant personnel. If they do not make a reasonable calculation in advance, but fail to make the decision, it will cause irreparable credit crisis.

Not willing to be mediocre

The sixth factor that affects employees' trust in the boss is "working with fulfillment". Pasteur believes that "competent work refers to the pleasure produced by showing technical and professional abilities and business acumen in work".

Mr. Zhang Ruimin, the president of Haier, is well known to all. His "people-oriented", "pursuit of excellence", "communication is more important than power", "the OECD management mode of rising day by day", the talent strategy of "horse racing does not match horse", and the international road of "sincerity to forever" under the banner of brand, all of which can combine the connotation of "predictability" and "competence" to win applause for Chinese enterprises entering the world after entering the WTO. For employees, this kind of entrepreneurs who have the ability and dare to accept challenges is the object they rely on and trust.

Be a trustworthy "LEADER"

Leaders in the 21st century should be "masters of the future, not people who react after the event". Therefore, leaders in the new era should have the characteristics and conditions of "LEADER", namely:

L -- listen, listen and learn more;

E -- explain, more communication and more explanation;

A -- assist, multiple assistance and support;

D -- discussions, more coordination and more discussion;

E -- evaluation, more evaluation and more summary;

R——response； More feedback and more adjustment.

Only in this way can you become a trustworthy boss in the eyes of employees.

 怎样才能取得员工信赖

  怎样才能取得员工信赖？  

　　在《没有人完全信任老板，怎么办？》一文中，巴托洛梅教授指出，培养信任和坦诚的因素，至少应该包括六个方面，即“沟通”、“支持”、“尊重”、“公平”、“可预见性”和“胜任工作”。这与中国式管理所强调的领袖风范和特质并无差异，尤其细读该文诸多论点与东方文化对比，更有异曲同工之妙。

　　不得蔑视沟通

　　巴氏认为，“沟通（Communication）”是指使下属知情，提供准确的反馈，对决定和决策进行解释，诚实地对待自己的问题，抵制诱惑，不要将保留信息作为一种手段或一种利益来回报。
　
　　广东地区有一家年营业额约在6～8亿人民币的国内知名民营企业，老板自己担任董事长兼总经理，老婆则出任副总经理。但由于老婆出身卑微、文化程度又低，本就有自卑感，却在一次欢乐场上的应酬聚会中被董事长相中，刻意安插在公司担当助理角色，很快又跃升为董事长夫人。近三年来，在顾问公司的建议下，将她从仓管、采购主办，拉升为“执行副总”，本来顾问期待她能化暗为明，站在台面上，真正协助企业正常营运发展，而不是在仓储、采购单位与各部门角力。没想到刚升任不久还能谦卑待人，不到半年就开始变样，连当年董事长好不容易聘来的创业伙伴——副董事长都不放在眼里，一付自傲自大的模样，根本听不进别人的声音，最糟的是她沟通的方式大都以高姿态压人，要周边的人员听从她的指挥，否则就会想尽办法将他斗臭斗垮，她那种话中带刺、说话不算话、满腹歪理的沟通模式，很快就气走了公司资深的市场总监及财务总监两员大将，一时公司的元气大受伤害，一般能力比较好的干部纷纷拂袖而走，留下来的人尽是一些委曲求全、等待时机的弱势员工，贪图高薪的“拍”逢迎人员。

　　不得刻意“防范”员工

　　影响员工对老板信赖的第二大因素应是“支持(Assist)”。巴氏认为“支持意味着把下属当作一个人来进行关心，它意味着你是可以依靠和可以接近的，并且它还意味着帮助他们、指导他们和鼓励他们的想法以及保护他们的立场”。

　　以刚才所提到的这家民营公司为例，市场营销活动的展开，对身处第一线的营销人员之差旅费或派驻店内导购人员之奖金和薪水理当要从速拨给，以提振士气，快速抢滩市场，而该执行副总却在审核市场部送来之费用报销资料上，不是搁置不理就是百般刁难，根本不予配合支持，而对市场企划部的广告费也不按时支付广告公司，反正要钱就像要她的命一样，能拖一天就拖，能砍一刀算一刀，非达成扣款或罚款局面，心里就是不爽。这位执行副总说白了就是把员工当小偷看待，并且加倍小心防范他们出错。这一来，导致市场整体营销战力锐减。

　　不得自大

　　影响信任和坦诚的第三个因素是“尊重(Respect)”，巴氏认为：“尊重他人会带来他人对你的尊重，尊重最重要的形式是‘授权’，其次是倾听下属的意见，并按他们的意见办事。”

　　1998年间，笔者受邀至山东济南为中国最大民营企业——东方希望集团的50位储备总经理们培训授课，整个过程中，让我感到备受尊重，不仅董事长刘永行先生将酒店最好的房间让给我住，而上课前的双向沟通，刘先生充分尊重老师对教学方式及手法的选择，更令人佩服的是上课期间董事长及夫人始终跟其它学员一样，遵守教室礼仪规范，并认真学习及发问，那种客气、谦卑有礼的柔软姿态，真叫人一辈子难忘，绝对没有那种自大心态。

　　不得护短

　　巴氏认为“长期缺少公平，会使信任和坦诚很快枯竭”，因此，影响员工对老板信赖的第四大因素应为“公平（Fair）”。部属最愤愤不平的就是私心太重，遇事不够客观，搞小圈圈及过度偏袒自己人的主管，就像前述那家民营企业的执行副总一样，在她经管的采购和仓储单位与其它部门有权责问题发生时，在任何协调会上，她一定护着自己的少数一、二个亲信，把“黑”的说成“白”的，极力巧辩，叫人看不下去，这种凡事不求公正、客观，只求护短的老板，当然无法取得员工的信赖，更容易因欠缺公平对待而变成拉帮结派，绝非企业之福。

　　不得违背承诺

　　影响员工对老板信赖感的第五项因素为“可预见性（Future）”。巴氏强调：“可预见性指的是行为始终一致，而且值得信赖，遵守明示或暗示的诺言和保持品格的始终如一”，这一点对企业家来讲尤为重要。

　　国内一家房地产公司聘我为顾问协助他们发展，曾允诺按营业额给我5个百分点的分红，并于年底结算，岂料合作不到半年，业绩突然大幅跃升，对我所设计的一套“房地产加盟连锁事业体系”已能得心应手操作并加速在内地复制运作时，企业主屈指一数，年底光要分红给我的部分就不是一笔小数目，于是通过百般挑剔和冷默以对，终于逼我同意结束了与该公司的合作。其实很多企业老板为了刺激企业成长，信口开河地承诺分红及奖金制度和福利条件（如配车、手机补贴、配房）给相关人员，假若事先不经由合理化的盘算，一经拍板却不能兑现，将会造成无可弥补的信用危机。

　　不得甘于平庸

　　影响员工对老板信任的第六项因素为“胜任工作(Working with pleasure）”，巴氏认为“胜任工作指的是在工作中表现出技术和专业能力以及商业的敏锐感觉，所产出的愉悦感”。

　　大家耳熟能详的海尔总裁张瑞敏先生，他的“以人为本”、“追求卓越”、“沟通比权力更重要”、“日清日高的OEC管理模式”、“赛马不相马”的人才策略和以品牌为旗“真诚到永远”的国际化之路，皆能以“可预见性”结合“胜任工作”的内涵，为中国企业在加入WTO后走入世界赢得喝采。而对员工来说，这种有能力也敢于接受挑战的企业家，正是他们所依托和信赖的对象。

　　做值得信赖的“LEADER”

　　21世纪的领导者应是“掌握未来的事，而非事件发生后才来反应的人”。所以新时代领袖就应该具备“LEADER”的特质和条件，即：

　　L——listen，多倾听、多学习；

　　E——explain，多沟通、多说明；

　　A——assist，多协助、多支持；

　　D——discuss，多协调、多商讨；

　　E——evaluation，多评价、多总结；

　　R——response；多反馈、多调整。

　　这样才能成为员工心目中值得信赖的老板。

(This article is an original article by Zhuge Changqing, and the pictures are selected from the Internet. Welcome to forward it, and please indicate the source for forwarding)

Introduction to Zhuge Changqing: Zhuge Changqing, the inheritor and promoter of traditional Chinese culture, is willing to "learn from sages, promote virtue, revitalize China and benefit the world" together with people with the same ideals in the world.

(Zhuge Changqing: zhuge8031@163.com ）

Zhuge Changqing mailbox：

zhuge8031@163.com

Zhuge Changqing's Chinese Dream

Learn from sages and carry forward virtue

Revitalizing China for the benefit of the world

 （本文是诸葛长青原创文章，图片选自网络。欢迎转发，转发引用请注明出处）

诸葛长青简介：诸葛长青，中国国学传统文化传承弘扬者，愿与天下志同道合者一起“学习圣贤、弘扬善德、振兴中华、造福世界”。

（诸葛长青：zhuge8031@163.com）

Zhuge Changqing mailbox：

zhuge8031@163.com

  诸葛长青中国梦  

学习圣贤 弘扬善德

振兴中华 造福世界

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