Trust Issue

Memiliki pimpinan yang dapat dipercaya dan diandalkan merupakan idaman semua karyawan saat bekerja. Begitu juga kesuksesan organisasi dapat terjadi apabila dapat menumbuhkan rasa saling percaya antara seluruh anggota tim. Suatu tim akan menjadi terarah dan memiliki motivasi yang lebih besar untuk bekerja dengan baik dan maksimal. Kurangnya kepercayaan dalam tempat kerja bisa menjadi ‘virus’ yang menciptakan budaya kerja yang buruk. Biasanya dimulai dari para pimpinan dan akan menyebar melalui tim-nya, membuat siklus respon yang tidak sehat sehingga mempengaruhi engagement dan produktivitas dalam bekerja. Seringkali kurangnya kepercayaan pada pimpinan merupakan inti dari lingkungan kantor yang tidak kondusif, dimana untuk memperbaiki lingkungan yang negatif membutuhkan banyak waktu dan usaha.

Kepercayaan di tempat kerja berarti karyawan menikmati budaya kejujuran, adanya keamanan psikologis, dan saling menghormati. Karyawan akan bangga dan bersedia untuk bekerja extra-miles untuk organisasinya yang berujung pada rasa aman dengan pekerjaannya dan mengurangi turnover. Dari salah satu sumber disebutkan bahwa, hanya 1 dari 5 pimpinan percaya bahwa karyawannya sangat mempercayainya dan hanya 50% karyawan menyatakan bahwa pimpinannya dapat dipercaya. Rasa percaya sangat penting untuk ada di dalam tim, karena tanpa itu karyawan akan cenderung kurang termotivasi dan produktif.

Terdapat 3 arah kepercayaan yang dapat membuat lingkungan kerja menjadi sehat. 1) Leader trust: karyawan harus percaya pada pimpinan, 2) Team trust: pimpinan harus percaya pada karyawan/timnya, dan 3) Lateral trust: anggota tim harus saling percaya satu sama lain. Seringkali dianggap bahwa pimpinanlah yang perlu mendapatkan kepercayaan dari karyawan/timnya, namun banyak yang tidak menyadari pentingnya kepercayaan dalam dua arah lainnya. Karyawan yang tidak percaya pada pimpinannya cenderung akan bekerja seadanya, tidak mau melakukan inovasi-inovasi karena tidak percaya dengan apa yang dikatakan oleh pimpinannya, dan berencana untuk keluar dari perusahaan tersebut kapanpun. Padahal kondisi ini bukanlah yang ideal agar organisasi dapat berkembang dengan baik.

Pimpinan yang tidak mempercayai karyawannya kemungkinan besar akan melakukan pekerjaan dengan cara micromanaging, menahan informasi untuk pribadi, bekerja sendiri atau dengan sekelompok orang tertentu saja. Kenyataannya kemampuan untuk mendelegasikan pekerjaan membuat pimpinan dan karyawan bertanggung jawab dan mencerminkan rasa saling percaya satu sama lain. Selain itu, apabila pimpinan mempercayai karyawan/timnya akan melatih dan membimbing skill serta tanggung jawab kepemimpinan, dimana akan menjadi bekal yang baik bagi pengembangan organisasi di masa depan.

Dalam interaksi sehari-hari, terkadang pimpinan tidak menyadari tindakan yang dilakukan yang kerap kali menimbulkan rasa tidak percaya pada pimpinan dan organisasi. Seperti hanya memberikan informasi kepada senior manajemen daripada ke seluruh tim sehingga menjadi rumor tanpa mengetahui mana yang informasi yang benar atau salah; membuat ‘tim’ dalam tim sehingga membuat beberapa karyawan merasa tidak dianggap atau persepsi adanya karyawan favorit dalam tim tersebut; kurangnya keselarasan antara tanggung jawab dan wewenang sehingga pekerjaan menjadi tidak jelas dan menimbulkan kebingungan dan ketidakpercayaan; hingga menciptakan silo dalam organisasi sehingga mengganggu kerja tim antar bagian/departemen.

Sebenarnya ada banyak cara yang bisa dilakukan pimpinan untuk mendapatkan kepercayaan dari karyawan. Misalnya dengan mempertahankan transparansi dan komunikasi sehingga karyawan bisa terbuka dan memberikan performa terbaiknya untuk organisasi. Ini juga harus didukung dengan memberikan arahan, dukungan, pembagian tugas yang adil dan merata, melakukan rotasi pada tugas/proyek, memfasilitasi rapat-rapat yang mendukung kinerja, sehingga akan menciptakan budaya kerja yang positif. Pertanyaannya apakah ‘rasa percaya’ sudah terbangun dengan positif di lingkungan kerja anda sekarang? Yuk coba kita refleksikan

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