Last week I wrote about the different kinds of trust. The essence of that article is that trust is far more complex, ubiquitous, and volatile than most of us realize. One question that often comes up is: how can we go about measuring trust?
For supervisors, it is vital that they build and maintain trust within their group, but how can they tell how well they are doing?
You could go out among the employees and simply ask how much they trust you, but most of them would return with a blank stare because they have no idea what scale to use.
I think a better method of measuring trust is how smoothly the operation is running. If trust is high, then most of the dysfunctional things people do other than work with high engagement will be absent. Here is a short list of the things you do not see…
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