Companies Seek To Retain Higher Levels of Trust,
 Sharpening Leadership & Management Skills
 
 
Boston, MA - February 24, 2015 - Boston - Now that the economy and job market have improved, companies are shifting their focus from doing more with less to strengthening their work forces-especially their executives and managers, according to ClearRock Inc., a leadership development, executive coaching and outplacement firm headquartered in Boston.
 
More organizations are looking to retain some of the interpersonal advances they made during the recession, such as higher levels of trust and better teamwork, and are developing the capabilities of their executives and managers.
Trust in the workplace rose during the recession, and when the recovery arrived, employees were more trustful of senior management and colleagues than they were at the start of the downturn, according to studies.
 
"Improved trust in senior management resulted from steps leaders took to cope with the business downturn. These included communicating more frequently, becoming more visible, paying closer attention to motivating workers and fostering a sense of teamwork during difficult times," said Laura Poisson, senior vice president with ClearRock.
 
"Colleagues became more trustful of each other due to closer working relationships that were formed when workloads became greater and employees were required to do more work with fewer people, making teamwork essential," added Ellie Eckhoff, vice president with ClearRock.
 
Traditionally, trust levels are highest between employees and their immediate supervisors, and trust is lowest between senior management and non-management workers. "This is because interaction is closest between non-management workers and immediate supervisors and there is less frequent contact between upper management and non-managers," said Poisson.
 
"The challenge that organizations now face is maintaining that higher level of trust. The actions they took to form closer relationships during a crisis need to continue and become part of their workplace culture," said Eckhoff.
 
Ways to build and maintain trust.
 
ClearRock recommends these ways for organizations to build and maintain trust:
•Senior-level executives: "Continue communicating openly and frequently with employees, sharing their vision for the organization and how each individual fits into it. Keep workers informed about both good and bad news. Employee engagement improves when workers feel their leaders care about them," said Poisson.

•Managers: "Managers can also help to extend better trust between colleagues by fostering teamwork through placing a greater emphasis on rewarding team achievements and contributions, rather than individual performance," said Eckhoff.

•Meetings: "Town hall meetings with senior management, including question-and-answer sessions, can contribute toward maintaining trust between workers and leaders. Informal, after-hours get-togethers - where the goal is for people to become better acquainted with each other and work-related talk is kept to a minimum - can help sustain trust between colleagues," said Poisson.

•Ask employees: "Trust also improves when workers feel they have input into decisions that affect them. Ask employees for solutions to problems. Also invite them to come up with ways they feel they can keep each other motivated," said Eckhoff.

 
Qualities Execs & Managers Need To Sharpen
 
Companies also are more actively developing the capabilities of their executives and managers so they can take the lead in maintaining better trust and morale. Organizations most want to develop the following qualities in their executives, according to ClearRock surveys:
•Leadership: Seven out of 10 companies want their executives to be more capable leaders, guiding employees through a revised competitive landscape, more government regulations and other changes.

•Vision and strategic thinking: Half of companies want their leaders to hone their skills in formulating the "big picture" vision for their organizations and processes to best capitalize on business conditions.

•Building teamwork and motivating others: Half of businesses also want their leaders to align the workforce with their vision and prepare others for and lead them through change.

•Developing direct reports: Four out of 10 companies say their leaders need to build the next level of management to succeed them.

 
Among the qualities organizations most want their managers to improve are:
•Developing direct reports: 8 out of 10 companies want managers to better groom their direct reports for management roles.

•Communication: Six out of 10 organizations want managers to communicate more clearly and effectively with direct reports, especially about changes.

•Delivering performance feedback: Six out of 10 companies want their managers to sharpen their skills in effectively delivering performance feedback to direct reports and devising more participatory ways of developing career paths.

•Building teamwork and motivating others: Half of companies want managers to enhance the teamwork and motivational skills they developed during the recession to keep direct reports engaged.

 
About ClearRock, Inc.
 
ClearRock, Inc. is a Boston-based leadership development, executive coaching, and outplacement firm that is recognized for bringing best-in-class offerings to the coaching process. We offer developmental coaching for high-potential managers and executives; new-leader coaching for newly hired or recently promoted managers and leaders; performance coaching to help managers and executives become more effective, and outplacement coaching through a combination of a "high touch" career transition assistance and comprehensive "high tech" resources.
 
Our coaches and consultants have decades of experience, and our customized approach factors in everything from career goals and organizational objectives to client and consultant/coach compatibility. We tailor action plans for every organization and individual we work with, and our track record speaks for itself - numerous advancements for our coachees, rapid re-employment for our outplacement candidates, and long-lasting client relationships. For more information, visit www.clearrock.com.
 
 
MEDIA CONTACTS:
Laura Poisson
Senior Vice President
617-217-2811
laura@clearrock.com
Ellie Eckhoff
Vice President
ClearRock
617-217-2811
ellie@clearrock.com
www.clearrock.com