Trustworthy behavior

Management in its simplest terms is all about managing resources within an organization and human resources being the most expensive assets, people management is one of the important facets of daily routine of the managers who are entrusted with the responsibility of well being of the organization.

Employees in any organization share a sort of formal  relationship, based on expectations from each other's functions, as professionals. At the same time they develop an uncanny  informal relationship based on similarities in personal behavior, past experience, liking and disliking. Most of the time, the boundary between formal as well as informal relationship becomes fuzzy.

In a way, managing people is nothing more than developing relationships, bridling the underlying expectations appended to these relationships, engaging with the employees in a transparent and consistent manner. The employees validate and revalidate their perception about the management continuously, almost on a daily basis, based on management's communication, behavior, listening ability, fairness in treatment, recognition and punishment mechanism. This perception is truly accentuated with external factors like market condition of the industry or general economy and younger the employee age group, it is more capricious and volatile for the management to be truly concerned about. 

 The Managers hence carry an onerous responsibility to remain trustworthy in their behavior, communication, delegation of responsibility, allocation of tasks, sharing organization values, relaying concerns and expecting desired outcomes. They need to instill trust incrementally and create a culture of sharing trust so that the organization not only meets its goals against stiff competition but also makes itself resilient against any uncertain, unanticipated events and scenarios.