Leaders need to show their personal side more often if they wish to be seen as trustworthy, according to new research conducted by the Chartered Institute of Personnel and Development (CIPD) and the University of Bath.
The study found that leaders should be encouraged to reveal their personal side and take an interest in the experiences of their employees if they want to build and maintain relationships of trust.
HR has a crucial role to play in facilitating this more open style of management through recruitment and development, the CIPD claims.
It could do so by conducting values-based interviews, providing information on self-awareness, assessing staff using 360-degree feedback, creating environments where staff could have open conversations about trust and visibly rewarding trustworthy behaviours.
According to the report, entitled 'Cultivating trustworthy leaders', people are still uncertain about their future and now require a "greater and more overt demonstration of trustworthiness from leaders".
Claire McCartney, research adviser at the CIPD, said: "It's proven that organisations with high levels of trust perform better in terms of innovation, problem solving, engagement and knowledge sharing.
"Given the recent crises in trust in the banking and healthcare sectors in particular, it’s more important than ever that HR steps up to provide the appropriate platforms for trustworthy leaders to develop."
However, the report also warns that HR departments may already have in place many rules and policies that are not conducive to the formation of trusting relationships.
These could be perceived by employees as evidence of a lack of confidence in the workforce; they also give staff little opportunity to earn trust by demonstrating their reliability.
Professor Veronica Hope-Hailey, dean of the School of Management at the University of Bath, said HR processes and systems can sometimes prevent people from using their own judgement to appraise leaders' trustworthiness.
She added that while HR processes are generally good as measuring ability and predictability, they are less effective when it comes to "softer elements" such as benevolence and integrity. In contrast, these are better assessed by considering an individual's whole character.
Posted by Jon Aspinell on 28th April 2014
Junior Information Security Analyst
A highly successful, global financial services business based in the Bank area of London are looking for a Junior Inf...
Head of Marketing
A highly successful, international organisation specialising in market intelligence, information and events is lookin...
Software Developer (C#.Net)
South West London
A market leading software company boasting some of the world's leading technology companies as customers is looking t...
Lead Systems Engineer
A leading international business with a key office near Woking is seeking to add a very experienced Lead Systems Engi...
Senior Support Engineer
A well-established IT company in the Twickenham area, whose core business is IT network infrastructure and desktop su...
Payroll / HR Administrator
The Ashdown Group has been approached by a prestigious London attraction to assist them in their search for a Payroll...
What to look for in the perfect application
There are few things more detrimental to a company than making the wrong hire for a critical role. A recent study by ...
How can you make your workplace more attractive to top talent?
Businesses are facing a challenge in trying to attract top talent to their workforces in the current economic climate...
Skills gap ‘costing UK businesses £2 billion a year’
The skills gap is costing UK businesses more than £2 billion a year in higher salaries, temporary staff and recruitme...
UK businesses ‘making bad hires in two-fifths of roles’
UK businesses are failing to hire the right person for two out of every five vacancies, a new report from the Recruit...
Should you be using social media in your recruitment strategy?
It has evolved into a particularly useful tool for companies looking to attract younger, tech-savvy candidates. Howev...
Business responds to Queen’s Speech
This year’s Queen’s Speech follows a tumultuous period in British politics, with Article 50 being triggered and a sna...