How can you build trust with long-term employees?

Long-term employees of the corporation have adapted to multiple organizational changes. invited them to take the initiative in a particular area of expertise and involved them in the decision-making process. Give them a sense of belonging to the organization.

The interesting thing about trust is that it is really given evidence based 😃 Long-term employees bring loads of experience to the organization. They have seen and heard a lot. They will respond to leaders who will do what they say, who will walk the talk. Employees will notice what you do first, your behavior, versus what you say. Always. Make sure to remember this when building trustworthy relationships.

Long-term employees know the history, people, process, and most important the culture very well. Their experience should be valued and time to time opinion should be taken. Also the boundaries must be defined because at times employees with long tenure feel that their opinions and suggestions should be implemented without 2nd thought which at times is not possible. They should be open to sharing suggestions and must have a welcoming attitude so that people can reach them easily.

Long-term employees have valuable knowledge and skills that they have acquired over time. They may have insights into the history, culture, and processes of the organization that you may not be aware of. Respect their expertise and acknowledge their contributions. Ask for their opinions and feedback on important decisions and projects. Listen to their concerns and suggestions and act on them when appropriate. Show them that you value their input and experience and that you are willing to learn from them.

Building trust with long-term employees involves open communication, recognition of their contributions, and consistent support. Show appreciation, involve them in decision-making, and provide opportunities for professional growth. Maintain transparency, listen to their concerns, and honor commitments to foster a lasting and trusting relationship.

The career development plan should be framed for long-term and experienced employees. The organization gives financial growth to the employees but misses out on career growth. If not taken step they would go into the comfort zone and growth would be stagnant

Empowering older employees fosters trust in HR by demonstrating a commitment to inclusivity and valuing experience. When older staff are given opportunities for skill development, mentorship roles, or involvement in decision-making, it not only boosts their self-esteem but also showcases HR's dedication to a diverse and inclusive workplace. This inclusivity builds trust, as employees perceive HR as an advocate for their career growth at any age. It also sets an example for younger employees, encouraging them to stay with the organization long-term, knowing that their contributions will be valued and developed over time, ultimately creating a workplace culture of trust and respect.

Building trust with long-term employees is vital for a productive work environment. To achieve this, maintain open and transparent communication, offer consistency, and show appreciation. Support professional growth, involve employees in decision-making, and provide autonomy. Be flexible, address well-being, and mentor. Ensure fair compensation, respect their expertise, and resolve conflicts promptly. Offer regular feedback, stay true to company values, and encourage a sense of belonging. These strategies foster loyalty, motivation, and a positive workplace atmosphere.

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?