Build Trust by Dismantling Eggshell Cultures

Successful businesses intentionally craft high-trust cultures, address problems constructively, and encourage employees to tolerate uncertainty. On the other hand, organizational development is stifled when employees perceive that expressions of uncertainty are looked down upon and subsequently, avoid bringing problems to superiors. These “eggshell cultures” are marked by conflict avoidant behavior and employees who tiptoe around challenges. In them, employees believe that leaders value “not rocking the boat” over bravery, risk tolerance, and demonstrations of strong character. 

Since employees fear their positions are at risk, instead of helping their companies grow, they guard their positions, publicly parrot the leader’s opinion, and speak up only when feeling certain that their contributions will be valued. In low-trust systems, even high performers fear that disclosing growth areas will come back to haunt them. As a result of this avoidant dynamic, leaders are often surprised at the level of discontent their team members experience. 

Eggshell cultures impede performance, increase anxiety, lead to water-cooler gossip, and encourage quiet quitting. To break the cycle, leaders can start by praising team members for sharing challenging problems, tolerating feelings of uncertainty, and engaging in problem-solving behavior.  Moreover, leaders who appropriately self-disclose challenging experiences are perceived as relatable and this type of self-expression increases trust among team members. 

As a leader, at your next team meeting, share a story about how you approached a colleague for help in response to an uncertain moment. Share apprehensions, the respectful process by which you asked for the person's time, and the positive outcomes that resulted from the collaboration. Encourage your team to do the same and they’ll thank you for it.

Does your organization promote the idea that a range of experiences while working are normal and acceptable? Do employees feel that partners are available, interested in problem-solving, and that appropriately engaging these partners is encouraged? In what ways does your organization encourage teammates to share challenges, reward bravery, and normalize human experiences? 

Your moment is now. Get to it! - PsystrongⓇ