I have recently expressed my opinion about the importance of people within the companies and how they play a fundamental role in companies success (“human capital vs human resources” here https://www.linkedin.com/pulse/just-reflection-human-resources-lorenzo-filippi/).
However, as well as for other many arguments, facts matter and not words.
“walk the talk” is quite a known expression intended to highlight the importance of coherence and consistency within a company and, in general, in our
Make no mistakes, here: we can lie for a limited time or to a limited number of people; at the end and on the long run incoherence and inconsistency will knock on your door and ask for a toll. Toll
There are plenty of examples where we see companies making
There are reasons for that, of course. One of the main reason being the opportunity to exploit an emerging trend in the market or a company to catch the “momentum” mood. Neuroscience applied to marketing is tremendous and powerful weaponry in companies’ hand to intercept consumers needs, translating these into dazzling statement bragging their potential and competences.
Anyway, this was not the topic at hand as the subject of this post is a more specific one: how to spot companies which promulgate high standard in ethics of people management while doing often the opposite.
One of the key indicators for that is the TRUST within the company. Unlike physical parameters, trust, just like many other emotions kind of factors, needs to be perceived and measured mainly through people behaviours. Employee’s tendency to hide from responsibility, unwillingness to cooperate with peers (not necessarily with management, mind you), tendency to see the problem rather than the opportunity in any new project, relatively high absence or illness leave; these are definitely some key indicators of lack of trust within the company. When this lack of trust emerges, it does not affect just and only the inner core of the company; company reputation is a very delicate matter and goes along with inner mood as an employee will inevitably spread outside their feeling, especially nowadays within this “permanent-connected-world”. In addition to this, company results are highly affected by lack of trust: employees and management being careless toward company result; little, when none, sensibility toward clients; an overall sense of low enthusiasm or boredom striking all the days across company departments.
There is more than this which can be observed in a “low-trust” company; however, I am sure that these are very important symptoms that anybody caring and concerned for the company should be paying attention to very carefully. Be as it may, any stakeholder at
Most concerned, needless to say, should indeed be the ownership of the company. Ownership should not be just concerned; being the sole and the only
Making a plan, fighting the competition (try to), investing in R&D, hiring sort of guru overpaid might be good moves for the company. Not caring that their company lacks real trust, though, will surely vanish all the possible good actions and investments company may think of.
Next topic I will gladly share with you some deeds and behaviours which I believe are necessary to promote and encourage the flourishing of trust across the company.
Have a great one!
Lorenzo