“The mismatch between what we all intuitively know and our talent management practices and leadership messages are at the heart of the lack of trust. Restoring trust requires establishing a new, realistic relationship — one both sides believe — translated into talent management practices and leadership behaviors that reflect that new equation. Trust only breaks if you promise something you can’t or don’t deliver.
I believe the new equation will be an adult-to-adult relationship between organizations and those who perform work. Organizations should expect that everyone who shows up to work will be fully present, engaged, and have the relevant skills to do the job at hand. Individuals should expect the opportunity to choose interesting, challenging work, suited to their skill set, and to be compensated through fair, transparent arrangements.
Talent management practices that provide individuals with more choice in their work arrangements will be central to this shift. Already progressive companies are beginning to focus on measuring results, while leaving the choice of when and where to perform the work to the individual. They may specify the desired outcomes and principles under which the work should be performed, while leaving the exact approach to the discretion of the individual. Others are breaking work into projects and giving employees options about the type or intensity of project they’d like to take on next. Some are creating menu-based work arrangements.”
–Tammy Erickson, HBR Blog Network