Trust is a powerful word culturally even more so in the world of business. I remember mentioning to a boss of mine once that I did not trust a certain individual in our organization. They had a curt and direct response that my comment meant that either that person or I had to leave the organization. The quick explanation was that either the individual was not trustworthy or I was not trusting and neither one of these opinions had a place in the organization.
This might be excessive hyperbole for the opening of a blog, however, employers across the country have needed to take a massive leap of faith and trust in their teams. Today we have more employees working from home than ever before. If you reflect on the first time either you or a colleague asked to work from home you might remember the reluctance from your boss. It is possible that they eventually agreed, as long as you were not working from home on a Friday or some other stipulation that implied you were doing this to slack off.
This current crisis has ‘forced’ managers to trust and people are responding accordingly. It should be no surprise that people are behaving like reliable adults even though they are not in the office. Managers have proven that are willing to give people more responsibility and give the people the ability to perhaps fail, without supervision.
To those of us who have been living and promoting a remote work life for over a decade, this is no surprise. This new-found ‘trust’ in their employees will allow companies to embark on a journey providing their teams more autonomy to manage and strategize without top-down oversight.
Remote working is most likely here to stay and trusting one’s employees or co-workers has now morphed into an expectation of performance. Long gone are the days we thought our co-worker was working from home on a Friday to give themselves a three day weekend.