Organisational Trust

your organisational trust score represents the degree to which people within your organisation trust each other trust is foundational to building a healthy, purpose driven culture during the salpulse survey, your people were reminded that they can choose to answer the survey anonymously, encouraging honest feedback, particularly about the trust (and psychological safety) questions interpreting the results the trust node highlights how well the organisation deals with granting sufficient autonomy to its people, whether or not people meet their commitments, if people generally operate with integrity, how the organisation cares for its people and whether there's a culture of growth from (or fear of) mistakes if you have a what is a culture code? docid\ oduoxjdx5ydzconlazblj that is purpose driven and well lived, it will help with your scores in this node, because it will provide clarity on what matters most and what is expected of people as they advance your purpose the drill down questions in this node can be used to identify specific interventions for example, if your people are telling you that they don't have the autonomy they need to do their job well, you could run a workshop that answers these questions (and others); what elements do you feel over controlled / micro managed in? what needs to be true for your manager to feel comfortable granting you more autonomy? what areas of the organisation's systems, structures and procedures (if any) are you not paying enough attention to? are you taking enough initiative in perceiving what needs to be done? are you proficient at keeping your manager in the loop? where trust is an issue for an individual, team or across an organisation, we recommend using harrison assessments behavioural analytics to help identify behavioural preferences that might be contributing to perceptions of low trust for example, someone might perceive their manager to not trust them, however the manager has a strong preference for “collaboration” so might be a more “hands on manager” than the person desires (or needs)