How restructures are implemented of course has a large impact on the damage to trust. When I speak to HR teams they often say we have done it so much we have become very good at it, I believe employees would think the word is not good but efficient and there is a big difference.
The basis of all employment relationships is trust, good faith and fidelity, so contract law tells us. We spend millions on employee engagement surveys to measure how people are feeling at a point in time and they rarely ask the right questions. What these surveys need to ask is what is the level of trust I have in the organisation, senior leadership and my direct manager and in what areas is this trust breaking down.
We have partnered with an organisation who has developed a trust survey and broken trust down to 12 elements which can not only be measured, they can be trained as skills to improve and actively rebuild trust. Companies who are serious about engagement need to look at their approach to restructuring and look at their levels of trust and purposefully implement a program to rebuild trust. The foundation of engagement is the foundation of trust.