There is a great deal of unease in the world today that carries over into the world of work. One underlying cause is the collapse of trust, which stems not from a singular cause but rather from multiple threads that are converging at a singular point in time. The convergence of these threads feels to many like a tsunami wave that will wash away hopes, dreams, and opportunities for themselves and their children. Yet while the future may look grim at the moment, there are paths forward out of the abyss.
First, what is causing the decline of societal trust? There are several factors:
- A win-lose mentality that permeates many aspects of our lives these days but is especially prevalent in the political environment. If for you to win, I must lose, why in the world would I trust your intentions and actions?
- The “tragedy of the commons,” which says that commonly-used resources are being used up without consideration of the common good and when gone will be available to none. This includes a habitable planet with diverse species.
- The abuse of and loss of privacy regarding our personal data. Technology companies have access to and have made use of our personal data to their own advantage without regard to our privacy.
- The rise of an oligarchy which seemingly controls many aspects of society and our lives.
- The threat imposed by AI both personally (the loss of jobs) and societally (e.g. data centers extraordinary use of electricity and imposing themselves on neighborhoods). And the potential threat of AI to humanity itself.
- The objectification as the “other” of large swaths of humanity, attempting to divide us into factions and the imposition of fear of the “other”.
- The loss of civil rights and inalienable rights, along with the rise of fascism.
- The loss of institutional guardrails and the evisceration of norms that helped keep society on an even keel.
- The loss of guiding and moral principles that once made the USA a beacon, a land of opportunity for the best and brightest from around the world. And while never perfect, we used to stand for decency and have now become a pariah.
- The abandonment of science, which will harm ourselves, our children, our planet and our leadership of the world.
- US global policies that have abandoned long-standing allies and embraced authoritarians and dictators.
- The staggering corruption and cronyism, and the covering up of crimes, such as those who participated in the Epstein sex trafficking, rapes, and pedophilia abuse.
- US domestic policies that have resulted in increased surveillance, increased ICE presence in select cities, and the murder of innocent people.
- The abuse of the rule-of-law to put down dissent, attack perceived opponents, and shield those who commit crimes.
This list is daunting, and yet could go on. It is no wonder that trust has collapsed. It is naïve to think that what is happening within the world won’t affect organizations. The growing uneasy and anxiety won’t be left at the door when employees come in to work each day. And more than that, organizations underestimate the impact for good they could have on society as a whole, especially if they stand unified for principles that they aspire to and have repeatedly been shown to be good for business.
For instance:
- When comparing international organizations, it is clear that organizational culture, the principles by which the organization operate can supersede local culture on issues relevant to the world of work. Valuing people, equal and fair treatment, developing potential, promotions based on merit, unifying values (no bribery, no corruption, empirical decision making), etc. would fall into this category.
- In general, those organizations with more diverse workforces outperform those with less diversity. Why? The diversity brings together different skill sets, points of view, experiences, which allows the organization to respond better to diverse challenges.
- When people join organizations they do so with the best of intentions. They join with enthusiasm and it is only after the organization falls short of expectations does that enthusiasm wanes. People’s enthusiasm is enhanced when the organization is seen as serving a higher, morally sound and significant purpose.
- While each older generation laments the next generation, the actual evidence suggests that what is important to each generation changes based on environmental conditions and nothing inherent to the generation itself. In other words, if the organization provides opportunity, each generation will work equally hard.
- Are there horrible bosses out there? Yes, of course, but in general the immediate supervisor is a strength in most organizations. People tend to leave organizations not because of horrible bosses, but due to lack of opportunity, frustration with getting their jobs done, or to receive better pay/benefits.
Today, normatively, only 57% of employee survey respondents indicate that their organization has an open and trusting environment. That means there is a lot of room for improvement. There seems to be a direct causal link between treating people with dignity, leading to an increase in trust, which then increases confidence in the organization itself. When there is a higher level of confidence in the organization, people’s behavior tends to improve, and often they may stay with the organization longer, providing consistency with organizational knowledge that helps with organizational performance.
Organizations have a responsibility to their employees, and to the larger world. And it turns out that what is good for society is also good for business. Caring about people, the planet, and the long-term future benefits everyone. Organizations may need help achieving these interlocked goals, but the effort will be worth it.
