Dr Madhav Madhusudan Singh
MBBS, MHA
(AIIMS) , MBA (Finance), Ph.D. ( Hosp Mx)
Introduction:
Trust
is a crucial component of any successful workplace environment. When employees
trust their boss, they are more likely to feel valued, respected, and
supported, which can lead to higher job satisfaction, motivation, and
productivity. Trust is also important for effective collaboration and teamwork,
as it enables individuals to rely on each other to meet goals and work towards
shared objectives.
Conversely,
a lack of trust between a boss and employee can have significant negative
impacts on the workplace. Without trust, employees may feel unsupported,
undervalued, and may be hesitant to share ideas or collaborate with colleagues.
This can lead to a breakdown in communication and reduced productivity, which
can have serious consequences for the success of the organization.
In
addition, a lack of trust can create a toxic work environment where employees
feel stressed, anxious, and disengaged. This can lead to higher levels of
absenteeism, turnover, and ultimately, reduced profitability for the organization.
Thus, it is crucial for bosses to prioritize building and maintaining trust
with their employees to create a positive and productive work environment.
Understanding the Reasons Behind Your
Boss's Lack of Trust
In any workplace, trust is an essential
component of a healthy and productive work environment. A lack of trust between
a boss and an employee can have serious consequences for productivity, morale,
and even career advancement. When a boss is skeptical or suspicious of an
employee, it can create a stressful and unproductive work environment for both
parties involved.
1. Past mistakes: One of the most common reasons why bosses
may be skeptical or suspicious of their employees is due to past mistakes. If
an employee has made a significant error in the past that resulted in a loss of
trust, it can be challenging for the boss to regain confidence in that
employee. Past mistakes can include anything from making a costly mistake on a
project to displaying a lack of attention to detail.
2. Lack of communication: Another common reason why bosses may be skeptical
or suspicious of their employees is due to a lack of communication. If an
employee is not transparent about their actions or decisions, it can create an
environment of uncertainty and mistrust. For example, if an employee fails to
communicate a delay in a project or a change in direction, it can be
challenging for the boss to trust that employee's judgment in the future.
3. Lack of accountability: A lack of accountability is another reason
why bosses may be skeptical or suspicious of their employees. If an employee
consistently fails to take responsibility for their actions, it can create an
environment of mistrust. For example, if an employee makes a mistake but
refuses to acknowledge their role in the error, it can be challenging for the
boss to trust that employee in the future.
4. Lack of consistency: A lack of consistency in an employee's work
can also lead to skepticism or suspicion from their boss. If an employee's work
is inconsistent in terms of quality or reliability, it can be challenging for
the boss to trust that employee to complete tasks to the expected standard. For
example, if an employee produces excellent work one day and then subpar work
the next, it can create a sense of uncertainty and mistrust.
5. Lack of commitment: A lack of commitment to the job or the
company can also lead to skepticism or suspicion from a boss. If an employee
does not appear to be invested in their work or the success of the company, it
can create an environment of mistrust. For example, if an employee consistently
misses deadlines or fails to put in the required effort, it can be challenging
for the boss to trust that employee's commitment to the job.
6. Poor performance: Finally, poor performance can also lead to
skepticism or suspicion from a boss. If an employee consistently fails to meet
performance expectations or does not perform their job duties to the required
standard, it can be challenging for the boss to trust that employee's
abilities. Poor performance can be due to a lack of skills or knowledge or a
lack of effort and commitment.
Situations
in healthcare sector where an employee may have inadvertently caused their boss
to lose trust.
In the healthcare sector, trust between a boss and employee is critical as it directly impacts patient safety and well-being. Below are examples of situations where an employee in the healthcare sector may have inadvertently caused their boss to lose trust in them:
Medical Errors:
In the healthcare sector, medical errors can
occur, and when they do, they can have serious consequences. If an employee
makes a medical error, such as administering the wrong medication or dosage, it
can result in harm to the patient. In such a case, the boss may lose trust in the
employee, as their mistake can lead to legal and financial implications for the
hospital.
Failure to Report an Incident:
In the healthcare sector, it is essential to
report any incidents or near misses that occur to ensure that the hospital can
learn from the situation and take steps to prevent it from happening again. If
an employee fails to report an incident, their boss may lose trust in them as
they are not adhering to hospital policies and procedures, and their failure to
report the incident can have consequences for patient safety.
Lack of Communication:
Effective communication is critical in the
healthcare sector, as it ensures that everyone is aware of what is happening
with the patient's care. If an employee fails to communicate important information
about a patient's care, such as changes in medication or treatment plans, it
can lead to confusion and misunderstandings. This lack of communication can
cause their boss to lose trust in them, as it can result in errors in patient
care.
Inappropriate Behavior:
In the healthcare sector, employees are
expected to behave in a professional and ethical manner. If an employee engages
in inappropriate behavior, such as making derogatory comments or engaging in
harassment or discrimination, it can create a hostile work environment and harm
patient care. If an employee engages in such behavior, their boss may lose
trust in them, as it reflects poorly on the hospital's reputation and their
ability to provide quality care.
Violation of Privacy:
Patient privacy is a critical aspect of healthcare
and violating it can have severe consequences. If an employee violates a
patient's privacy, such as accessing their medical records without
authorization, it can result in legal and financial implications for the
hospital. If an employee engages in such behavior, their boss may lose trust in
them, as it reflects poorly on their judgment and ability to adhere to hospital
policies and regulations.
Root
cause of the lack of trust
It is essential to understand the root cause
of the lack of trust between a boss and an employee in the workplace. Failure
to do so can result in ineffective attempts to address the issue, and the lack
of trust may persist or even worsen over time.
When a boss lacks trust in an employee, it can
create a negative work environment and affect the overall productivity and
morale of the team. Addressing the root cause of the lack of trust is crucial
to restore trust and rebuild the working relationship between the boss and the
employee.
By understanding the root cause of the lack of
trust, both the boss and the employee can work together to identify areas for
improvement and develop a plan to address the issue. For example, if the root
cause of the lack of trust is due to a lack of communication, the boss and the
employee can work together to improve communication channels and ensure that
critical information is communicated effectively.
Addressing the root cause of the lack of trust
also requires open and honest communication between the boss and the employee.
It is essential to listen to each other's perspectives and understand each
other's concerns to identify the root cause of the issue and develop effective
solutions.
Strategies
for Building Trust with Boss
1. Transparency: Being transparent about actions and decisions
can help build trust with a skeptical or suspicious boss. It is essential to
keep the boss informed about the progress of projects, potential issues, and
any challenges that arise. Providing explanations for decisions and actions can
help the boss understand the rationale behind them and increase their
confidence in the employee.
2. Proactive Communication: Being proactive about communication can help
build trust with a skeptical or suspicious boss. This involves keeping the boss
informed about important updates, responding promptly to their inquiries, and
seeking feedback on projects. Consistent and proactive communication can help
establish a relationship of trust and demonstrate the employee's commitment to
their work and the organization.
3. Building a Track Record of Success: Building a track record of success can help
build trust with a skeptical or suspicious boss. This involves consistently
delivering high-quality work, meeting deadlines, and exceeding expectations.
When the boss sees a track record of success, they are more likely to trust the
employee's judgment and decision-making abilities.
4. Look for small ways to signal that you’re not
a threat : When working for an insecure boss, it can be confusing to understand
why they feel threatened, especially when they have more power and authority
than you. This is because the discrepancy between how confident or capable
leaders actually feel and the high expectations that come with their role
results in "ego defensiveness," where leaders engage in actions to
protect their self-esteem or justify their actions. This can lead to bad behaviors
such as aggression and sabotage. To build trust with a skeptical or suspicious
boss, you can look for small ways to signal that you are not a threat. This can
involve being genuine with your flattery and expressing appreciation for
something they have done for you. For example, thanking your boss for giving
you a chance to work on a high-profile project or for introducing you to
colleagues in another division. By bringing attention to some of their
strengths, you may help them build confidence.
5. It is important to avoid retaliating or
showing disdain for your boss as this will only increase their defensiveness.
Instead, have empathy for them and try to understand that they may have
rational reasons for their behavior, such as previous negative experiences with
direct reports or colleagues. Shifting your mindset to one of understanding and
empathy can help you deal with the situation differently.
Real-life examples of how these strategies can
be applied in a workplace setting:
- An employee
who is working on a project can provide regular updates to their boss to
keep them informed of progress and any issues that arise. This can help
establish trust and confidence in the employee's ability to manage the
project effectively.
- An employee
who consistently delivers high-quality work and meets deadlines can
demonstrate their commitment to their work and the organization, building
trust with a skeptical or suspicious boss.
- An employee
who seeks feedback from their boss and acts on it can demonstrate their
willingness to learn and grow, building trust with a boss who may be
hesitant to delegate important tasks.
Consistency is crucial in building trust over
time. It takes time and effort to build trust with a skeptical or suspicious
boss, and consistency is key. By consistently demonstrating transparency,
proactive communication, and a track record of success, an employee can build
trust with their boss and establish a positive working relationship.
Conclusion
In
conclusion, building trust with a skeptical or suspicious boss can be
challenging, but it is essential for a productive and fulfilling work
environment. It requires a proactive approach, open communication, and
consistent effort over time. By understanding the root cause of the lack of
trust and taking responsibility for mistakes, employees can work towards
rebuilding trust and fostering collaboration. Trust leads to increased
productivity, improved teamwork, and a more positive workplace culture.
Ultimately, building trust requires a willingness to listen, learn, and adapt
to the needs of both the boss and the team.
Dr Madhav Madhusudan Singh MBBS, MHA , MBA , Ph.D
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Disclaimer: The views expressed in this text are solely the
personal opinions of the author and do not represent the views of any
organization or entity with which the author may be affiliated.
Blog Theme by Day :
Monday : Nursing
administration
Tuesday : Hospital Quality
& Patient safety
Wednesday : Medicolegal
issues
Thursday : Hospital
Finance / Marketing
Friday : Human Resource
management
Saturday : Hospital
Operation / IT
Sunday : CEO’s Dairy
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