They say that if you love what you do, you’ll never work a day in your life. This statement is true for some but unfortunately, there are several federal government employees that are less than satisfied with the work they do on a daily basis. A study released by the Partnership for Public Service and Deloitte focusing on job satisfaction of federal employees reported that those who have been on the job for three years or more are less satisfied with their jobs versus those that have been in their role for less than three years. In addition, effective leadership and employee relationship and interaction with their supervisors had a major impact on the individual’s level of satisfaction. Pay, training, and opportunity for advancement also played a significant role in on-the-job fulfillment.
Trust is a key influencer of job satisfaction. When employees lack trust with their immediate supervisor, motivation and productivity decline and performance falters. So how can leaders improve trust with their direct reports? The Ken Blanchard Companies has researched how trust impacts work relationships and has designed the TrustWorks! ABCD Trust Model. The model is comprised of four elements of trust that leaders should take into account when working with the people they lead. The Trust model can assist leaders with increasing the level of trust or repair relationships where trust has been lost.
The four elements are Able, Believable, Connected, and Dependable.
- Able is about demonstrating competence.
- Believable means acting with integrity.
- Connected is about demonstrating care and concern for other people.
- Dependable is about reliably following through on what the leaders say that they are going to do.
Do you fully trust your supervisor? How can your leader improve your level of trust?
Here are 8 ways your agency can enhance the trust between you and your leaders and coworkers.