For job seekers, honesty is one of the most critical traits that a manager can have in the workplace. In a study done by the Express Employment Professionals-Harris Poll, 96% of job seekers said that honesty was important when it came to new managers, while 36% believe that open communication is absolutely essential.
But honesty isn’t just something that makes employees happy—it is statistically shown to increase morale, productivity and business success.
Impact by the Numbers
Express Professionals reports that American hiring managers agree that honesty plays a vital role in the workplace. More than half (58%) believe employee morale and productivity increases (53%) and that employees are loyal to the company (51%) when they can speak honestly at work. The survey also found that about 45% felt there were fewer conflicts or disagreements, more accountability and less employee turnover when employees can be honest.
Yet, perhaps unsurprisingly, when employees are not able to speak openly, many believe the opposite occurs. Fifty eight percent of surveyors expressed decreased morale, employee turnover increases (49%), productivity decreases (48%) and employee burnout (48%).
Honesty is also a key component in manager-employee relationships, with about 3 in 5 hiring managers (61%) reporting employees’ ability to be honest with them as absolutely essential to their ability to be a good manager.
More than two-thirds of job seekers (69%) additionally agreed that employees should feel comfortable discussing personal issues with their manager if it impacts their day-to-day work. Specifically, 9 in 10 hiring managers say employees who feel like they can be honest with their leader are more loyal to their company (90%) and are a critical part of having a productive workforce (89%).
The numbers speak for themselves—honesty and open communication are critical for any workplace, but how can you build that type of trust?
Equip Your Leaders
Training is a great way to start. Job seekers appreciate companies that offer resources to managers and employees that support honesty. Ninety one percent believe that it is at least somewhat important for companies to provide managers with resources and training on how to manage their direct reports’ personal issues if brought up by the employee, with nearly a quarter (24%) feeling it is absolutely essential.
In addition, the vast majority of job seekers (86%) believe it is at least somewhat important that companies provide employees with resources and training on how to manage personal issues so it doesn’t impact their work.
Knowing how to have healthy conversations is a key component to having honest conversations. When your workplace leaders know how to effectively and honestly communicate, they set the example for everyone else to follow suit.
Implement an Open-Door Policy
Establish an official open-door policy so everyone knows that honesty is both encouraged and supported by management. Including an official policy in the employee handbook, hanging signage in the office and reminding the office of the policy via email are all great ways to continually encourage open communication.
Communication Through Opportunity
As a manager, you want to make sure that you’re not only willing to have honest conversations, but are easily available to do so. For example, if you only communicate to your employees during in-person meetings, they may feel that you are unwilling or unavailable to talk in more private settings. By making yourself available via email, video chats, messaging channels and other in-person opportunities, it lets your employees know that you are willing to communicate however and wherever they are comfortable.
Respond Empathetically
One of the biggest factors that can negate open communication is negative feedback. For example, if an employee asks for more time off for a family vacation, responding harshly or ridiculing their request would likely prevent them from telling you the truth in the future. The next time such an event arises, that same employee might call in sick or even quit in response.
Even if the request can’t be made or there’s an issue that needs to be talked through, it’s important that you step into your employee’s shoes and respond empathetically to what is being said. Thank your employees for being honest with their thoughts and encourage them to come back to discuss anything else they may have a concern with.
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This article was originally published on diversitycomm.net.
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