Building trust in an organisation using technology

Abstract

Organisational performance is linked directly to employee productivity, which depends on a variety of factors like career growth, flexible working options, the attitude of the management, among others. They rely on the sector of operation, organisation style, demography and culture. Interpersonal relationships and workplace culture have a substantial influence on employee morale, which in turn affects productivity. One factor that affects all these behaviours is intr a organisational trust. Trust in an organisation affects teamwork, decision making, employee retention and innovation. The Oxford dictionary defines trust as 'the belief that something is good, sincere, honest etc. and will not harm or trick you. It is als o defined as the belief that something is true or correct or that you can rely on it. Trust is built through behaviours and actions and is dependant on the context of the situation. Communication styles and methods, competent actions, conduct based on comm only shared norms are all instrumental in building and maintaining trust within a group. We want to explore ways where technology is used to build trust within an organisation. Its active application and not merely avoiding negative instances like a data breach. Technology can be used to eliminate bias, eliminate errors and increase transparency in an organisation. For example, transparency regarding compensation bonuses can be provi ded using technology that would lead to increased trust. When technology is implemented carefully, it will also reduce the apprehensions regarding data security; thus, building confidence that employees have while sharing information. Employee behaviour like working hours while working remotely, well being (e.g. screen time, interpersonal relations with coworkers) and performance management in gig working are other functions where HR professionals can monitor tech's impact