There are three dimensions of trust, according to the Grunig Relationship Instrument:
Competence: The belief that an organization has the ability to do what it says it will do (this includes effectiveness and survivability in the marketplace).
Integrity: The belief that an organization is fair and just.
Dependability/reliability: The belief that an organization will do what it says it will do (ie, acts consistently and dependably).8
These concepts have been integrated into a “trust measurement questionnaire” that assists in the assessment of an organization’s trustworthiness. While this tool has been used in a variety of industries and has even been used to assess business-to-business relationships, some of the most relevant items for individual employees are outlined in the Table.8
But measuring trust is only effective if it leads to action. Once you’ve realized you don’t trust your employer, what should you do about it? Unfortunately, the answer is often “push for change or leave!” Aside from voicing your concerns or requesting more information (or leaving), the onus is really on the leaders of the organization to improve communication (among other things).
Continue to: 7 ways leaders can improve trust within their organization