Empowerment & Trust

Organizations with highly motivated and engaged workers are 21 percent more profitable (achievers.com). Employees who feel their voice is heard are 4.6 times more likely to feel empowered to perform their best work (Forbes).

According to research by consulting firm Great Place to Work, companies with high-trust cultures:

  • Report stock market returns that are two to three times higher than the market average
  • Have turnover rates that are 50 percent lower than industry competitors
  • Generate increased levels of employee engagement, innovation, and satisfaction.



 Some questions to ask
  • Is our organization structured to empower employees?
  • Does our organization invite open communication around new ideas concerning policies and procedures?
  • Are our employees equipped with the skills to take on new responsibilities?
  • Do our employees have access to information necessary to make well-informed business decisions?
  • What is the emotional IQ of our company’s leaders? Do they demonstrate empathy to employee interests and concerns?
  • How involved are our front-line workers in decisions that affect their daily jobs? How about decisions related to unit/division-wide operations?
 Areas to explore
  • Management & leadership – Prevailing management style? If one-way/”top-down”, employees can become concerned about the future of the company
  • Skills development – Focused, sporadic, or unavailable? Skills training necessary to succeed, but is not provided, leads to lack of trust, frustration, and ineffectiveness.
  • Empowered employees are more engaged. They are more accountable, more willing to go the extra mile and less likely to leave. They find meaning and purpose at work and are proud of the company for whom they are employed.
  • Leaders who empower their employees are more likely to be trusted by their subordinates compared to leaders who do not empower their employees. (Harvard Business Review)
 Impact of Culture
  • Allowing employees to take leadership of their roles results in high impact and positive long-term effects for the company and its individuals.
  • Employees who feel their superiors treat them with respect are 63% more satisfied with their jobs (Small Business by the Numbers, Smallbizgenius.com)
  • 93% of employees say they’re more likely to stay with an empathetic employer. (2020 State of Workplace Empathy, businesssolver.com)
  • Rallying your team around a purpose is an effective way of instilling a commitment to organizational goals and making your employees feel like the work they do matters. In a survey by Ernest and Young and the Harvard Business Review, 89 percent of executives said a strong sense of collective purpose drives employee satisfaction. (HBR On-line)
Begin your journey toward a great Culture!

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