In the modern workplace, trust is one of the most vital elements in building a strong, productive, and sustainable culture. However, trust doesn’t simply appear overnight. It is cultivated through a variety of organizational practices, one of the most impactful being perceived organizational support (POS). When employees feel supported by their organization, trust naturally follows. But what exactly does perceived organizational support mean, and how can organizations foster it to build stronger relationships with their employees?
What is Perceived Organizational Support?
Perceived organizational support refers to employees’ beliefs about the degree to which their organization values their contributions and cares about their well-being. This perception plays a crucial role in shaping the workplace experience, as it impacts employees’ attitudes and behaviors. When workers feel that their organization genuinely supports them, they are more likely to be motivated, committed, and engaged in their roles. On the other hand, if they perceive that the organization is indifferent or unsupportive, trust diminishes, which can lead to disengagement and dissatisfaction.
The Foundation of Trust in the Workplace
Trust is a cornerstone of any effective workplace. It influences how employees interact with one another, their leaders, and the organization as a whole. When trust is present, communication is more open, collaboration is smoother, and productivity tends to rise. However, trust is not something that can be demanded—it must be earned.
Trust-building is a gradual process, and organizations must consistently demonstrate that they value their employees’ contributions and well-being. One of the most effective ways to do this is by fostering a culture of perceived organizational support. Employees need to feel that their organization genuinely cares about their growth and development, as well as their work-life balance and overall health. When employees believe that the organization has their back, trust will naturally follow, creating a positive and supportive workplace environment.
The Role of Leaders in Building Trust
Leaders play a crucial role in shaping the perception of organizational support. Their actions and behaviors directly influence how employees perceive the level of support they receive from the organization. Leaders who prioritize open communication, recognize employees for their hard work, and actively advocate for their team members send a strong message that the organization values them. This, in turn, fosters a sense of trust.
On the other hand, leaders who are unapproachable, fail to recognize achievements, or make decisions that prioritize organizational goals over employee welfare can erode trust. Employees will begin to perceive that their contributions are not valued and that the organization does not care about their well-being. Therefore, leaders must make a conscious effort to create a supportive environment and to model the behaviors they want to see in their teams.
How Perceived Organizational Support Influences Employee Behavior
Employees’ perceptions of organizational support have a direct impact on their behavior. When workers believe that their organization supports them, they are more likely to go above and beyond in their roles. This can lead to increased job satisfaction, higher levels of commitment, and greater job performance. Moreover, employees who feel supported are more likely to remain loyal to the company, reducing turnover rates and creating a more stable workforce.
On the flip side, employees who perceive a lack of organizational support may begin to withdraw from their work, decreasing engagement and productivity. They may also become less willing to collaborate or contribute to the organization’s goals. Over time, this can lead to a toxic work environment, where employees are disengaged and distrustful of the organization.
One of the key aspects of perceived organizational support is the sense of fairness that it brings. Employees who feel they are treated fairly and equitably by the organization are more likely to feel that the organization has their best interests at heart. Fair treatment leads to higher levels of trust, while favoritism and unfair practices can erode it quickly.
Building Trust Through Recognition and Appreciation
One of the most effective ways to build perceived organizational support is through consistent recognition and appreciation. Employees who feel valued are more likely to trust the organization. Recognition doesn’t always have to come in the form of monetary rewards—it can be as simple as a heartfelt thank you, a public acknowledgment of a job well done, or providing employees with opportunities for growth and advancement.
By regularly recognizing and appreciating employees’ contributions, organizations send the message that they care about their well-being and success. This, in turn, strengthens the relationship between the employee and the organization, fostering a greater sense of trust and loyalty.
Creating a Supportive Environment for Employee Well-Being
Employees’ perceptions of organizational support are also deeply tied to their well-being. Organizations that prioritize work-life balance, mental health, and overall employee well-being help create an environment where trust can thrive. When employees know that their organization cares about their personal lives and offers support during difficult times, trust in the organization deepens.
Flexible work arrangements, mental health support, and wellness programs are just a few ways that organizations can demonstrate their commitment to employee well-being. When employees feel that their organization is invested in their health and happiness, they are more likely to trust the organization and remain engaged in their work.
Communication and Transparency as Trust-Building Tools
According to embryo.com theres 29 Statistics about Brand Trust:
- 7 1% of consumers are more likely to purchase from a brand they trust (source).
- According to Edelman’s Trust Barometer, Gen Z exhibits the highest need for brand trust, with 79% saying it is more important to trust the brands they buy today than in the past (source).
- The Institute of Customer Service found that 81% of people hold trust as a very important factor in deciding whether or not to use an organisation and 95% are likely or very likely to remain as a customer of a business they trust (source).
- Three-quarters (75%) of consumers are more loyal to retailers that present themselves as being authentic (source).
- Research reveals that 65% of UK consumers think about the environmental impact of the items they buy, while 41% say they prefer to shop locally rather than online (source).
- One consumer survey shows that 49% of consumers trust branded reviews as much as personal recommendations from friends and family members (source).
- Customer reviews and ratings are crucial, According to a 2021 report by PowerReviews, 99.9% of customers read reviews when they shop online (source).
- 61% of consumers will recommend a brand they trust to a friend (source).
- 41% of consumers will join a loyalty program with a brand that they trust (source).
- 40% of consumers will post reviews online for a brand they trust (source).
- 49% of consumers will distrust a brand that tracks them online or uses their information inappropriately (source).
- 39% of consumers will distrust a brand that sends them too many communications (source).
- 39% of consumers will distrust a brand that continues to send them comms despite the consumer opting out (source).
- 58% of people will buy or advocate for brands based on their beliefs and values (source).
- 80% of people will invest in brands based on their beliefs and values (source).
- 40% of people will trust a brand because of an influencer (source).
- 63% of people will trust what an influencer says about a brand as opposed to what a brand says about itself (source)
- 81% of consumers must be able to trust a brand will do what is right (source).
- As few as 26% of millennials trust traditional advertising, suspected to be even lower for Gen Z (source).
- Almost 50% of shoppers would pay more for a brand that they trust (source).
- 77% of consumers prefer shopping with brands they follow on social media
- Two-thirds of consumers think it’s annoying when brands make fun of their competitors, this can implicate brand trust (source).
- 32% of customers say positive customer service experiences are one of the main contributing factors to brand trust (source).
- 91% of business executives say their ability to build and maintain trust improves their bottom line (source).
- 79% of consumers say that protecting their data is very important to build trust (source).
- About half of consumers (50%) report experiencing a trust-damaging event. But only 20% of business executives say their organisation has been involved in this type of incident (source).
- According to a survey by Pwc, 74% of consumers build trust through quick responses to customer concerns (source).
- In the same survey, 72% of respondents agreed that high-quality products and services helped them build trust with a brand.
- Lastly, trust in technology brands is set to reduce by 15% by the end of 2023. Throughout COVID-19, trust for tech-led businesses increased hugely, however, the honeymoon period appears to be drawing to a close as consumers become increasingly less confident in tech-related businesses.
Another essential aspect
Open, honest, and transparent communication fosters trust by ensuring that employees feel informed and valued. When leaders keep employees in the loop about changes within the organization, listen to their concerns, and provide clear explanations for decisions, they create an environment of mutual trust and respect.
Lack of communication, on the other hand, can quickly erode trust. Employees who feel left in the dark or are constantly dealing with unclear or contradictory messages may begin to feel that the organization is not supportive or that their input is not valued. Transparency in leadership decisions, as well as regular check-ins and feedback, helps build a culture of trust and support.
The Long-Term Benefits of Trust Through Perceived Organizational Support
The long-term benefits of cultivating trust through perceived organizational support are significant. Organizations that invest in their employees’ well-being and show consistent support are more likely to experience lower turnover rates, higher employee engagement, and a more positive workplace culture. Trusting employees are more likely to take on challenges, innovate, and contribute to the organization’s success.
In addition, organizations that prioritize perceived organizational support often see improvements in overall performance and profitability. When employees feel supported, they are more productive, more satisfied with their work, and more willing to go the extra mile. This creates a ripple effect throughout the organization, enhancing collaboration and fostering a more cohesive, positive work environment.
Conclusion
Trust-building through perceived organizational support is not an overnight process, but it is one of the most powerful ways to create a strong and successful organization. When employees feel valued, recognized, and supported by their organization, they are more likely to trust the leadership, engage in their work, and contribute to the overall success of the company. Organizations that invest in building perceived organizational support will see long-term benefits in terms of employee loyalty, performance, and overall satisfaction.
Ultimately, perceived organizational support is not just about offering benefits or rewards—it’s about creating a culture of care and respect where employees feel like they belong and that their contributions truly matter. By doing so, organizations can build trust that lasts, leading to a more productive and harmonious workplace.