My friend Frank Navran once quipped that,
Trust is the residue
of promises fulfilled
and that quote has stayed with me for 20+ years. So, in my work on designing a new team building game that will anchor to trust, Frank and I reconnected and he pipped me over to Barbara Kimmel, who is the Director of Trust Across America. You can click on the link below and pop over to her website.
Like me, Barbara likes to use statistics and logic to link from these touchy-feely things like “engagement” or “trust” to real issues of organizational results. Some data she shared were of interest to me, so I reproduce some of that data here so you can head over to her blog — this section is called:
The Hard Costs of Low Trust
- Gallup’s research (2011) places 71% of U.S. workers as either not engaged or actively disengaged. The price tag of disengagement is $350,000,000,000 a year. That approximates the annual combined revenues of Apple, GM and GE.
- The Washington Post reported that, “the federal government imposed an estimated $216,000,000,000 in regulatory costs on the economy (in 2012), nearly double its previous record.”
- The six biggest U.S. banks, led by JP Morgan and B of A have piled up $103,000,000,000 in legal costs and fines since the financial crisis (Bloomberg, August of 2013 — which also probably did not pick up a good bit of those recent settlements!)
- According to The Economist Intelligence Unit (2010), 84% of senior leaders say disengaged employees are considered one of the biggest threats facing their business. (Only 12% reported doing anything about this problem!)
There are lots more statistics and I refer to bits and pieces of much of the literature and statistical proofs of impact of building trust and involving and engaging people in a wide cross-section of my blog posts about people and performance. Many of the key phrases below link to my blog articles on people and performance. For example, you can read my article on Building Trust clicking here.
This trust gap negatively impacts so much of the workplace. It directly impacts morale and increases employee turnover and decreases engagement. It is an issue of management and leadership. And it is not an issue of adding more extrinsic rewards to generate desired performance or improve results — those actually just work against you and often make the workplace LESS collaborative.
One of the potential tools you can use is the approach of building more collaborative teams and generating more alignment to shared goals and missions. Those kinds of initiatives tend to pull people together and generate improved morale, peer support and intrinsic motivation to improve.
You can see our Slideshare presentation and find out more information about our team building simulation for improving organizational performance results by clicking on the Lost Dutchman icon below:
And if I can help you frame up or discuss different issues and opportunities around your organization’s performance improvement and trust building, please contact me directly. I actually answer my own phone!
For the FUN of It!
Dr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.