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If you’ve already established trust with your worforce, you can significantly minimie potential negative impacts and mae sure your employees will buy into your decisions, even if they don’t necessarily agree with them. But earning their faith taes time. As a leader, you are trusted only to the degree that people believe in your ability, consistency, and commitment to deliver. The good news is that there do eist some strategies to help you earn confidence. Instill trust through an employee engagement program
By encouraging consistent feedbac and establishing an honest environment, employees will trust the direction and information you give them. Create a highly engaged culture by prioritiing real-time recognition, continuous feedbac, and ongoing goal-setting.
? Change and react with meaningful conversations. You’ve liely had to adjust your business plan in the middle of the year. Real-time, continuous communication helps you eep employees in the loop and adjust to epectations as your organiation’s needs change.
? Giving timely feedbac is the most effective way to communicate epectations. Not only that, but saving your big praise until the end of the year isn’t just ineffective—it maes it more difficult to deliver.
? Ongoing goal-setting can help people understand where their contributions fit within the organiation and where they need to aim. Better yet, these can be transparent across the organiation so everyone is held accountable for the outcomes and behaviors that drive your business and cultural success.
Gather and measure sentiment (情感) during times of change
Part of the difficulty in maing tough business decisions is that leaders don’t want to surprise or disappoint