When someone does not meet expectations, betrayal occurs. A study of 700 employees conducted on the Hogan assessment system found that nearly 80% of respondents were victims of betrayal.
Once it happens once, it’s hard to separate the fear of betrayal from the reality of the workplace, especially if you’re someone who leads a group or organization and has experienced it. To you, the reason seems to be a mystery or surprise. Your surprise will never be good.
“I shouldn’t be destroyed!”
“Why do they end?”
“I’m trying to handle this through the channel!”
Leaders with major trust characteristics may lash out without words and make things worse. This behavior is unacceptable when you enter leadership. With a gentle attitude, controlled manners and the choice of measuring words is important to avoid the perception you are about to retaliate. Revenge will be self-deception and create a toxic environment and employee mistakes you don’t want.
The impact of betrayal on leaders
Leaders often experience betrayal when they do not allow employees to participate in important decisions or disrespect. This can lead to small talk in (virtual) water coolers or lounges and lie to senior leadership. The impact on the leadership team can be far-reaching. Let’s explore the impact of betrayal on leaders and its impact on teams. Unfortunately, too many leaders acknowledge or discuss betrayals that occur in their work.
It will be difficult for an employee who sells out a trust to win trust. Just like a broken bone, the risk of a crack is high, which can damage the effectiveness of the manager or leader. Even if betrayal is unintentional, it can offer expensive courses for you and your group or organization.
After all, trust-based relationships are essential to building a strong organization. When leaders and followers trust each other, they can achieve greater success together. They enable leaders and followers to achieve their personal and organizational goals. But betrayal of trust is a problem in organizations. But what can employees do to get rid of betrayal?
Avoid betrayal of someone
Try these strategies before eliminating relationships with managers, directors, vice presidents, etc.
There is no perfect way or time to deal with the problem you are having, other than getting into the conference open for listening, compromise, and the possibility that it may be wrong.
Regardless of the problem, the problem can be solved privately. This maintains mutual respect and demonstrates a desire to solve problems. It also minimizes the possibility of gossip that disrupts the work environment. If you two think there is a problem, you both should attend the meeting.
Be self-aware. Although they may have titles and you don’t, this does not allow you to not know the impact you say and do on your manager or leader. You may feel distrustful, but this does not allow you to perform personal attacks. Once you do this, you are lost.
How to find a job when you are over 60 years old?
Become a leader by guiding him/they reaching conclusions that are different from those of the previous ones. Prepare and organize to show them so that they understand the impact of existing problems, blind spots and decisions.
If attacked, stay calm. Just because they have a higher title on the organization chart doesn’t mean they will respond well to your ideas. They may be surprised and therefore defend. Don’t let them be upset you. keep Calm.
Record the conversation. After the meeting, especially if it doesn’t go well, record the conversation you have and send it to yourself and decide whether to meet with a HR representative for advice. No threat. Don’t attack or criticize anyone. Seek advice on what to do next.
Employees (and leaders) must be aware of the betrayal and its potential consequences on the team (or organization). Conversely, if management or leadership does not acknowledge the need for change and the consequences of not being resolved early enough, there may be no hope in this organization.
Building or rebuilding trust is a continuous process. Employees and management must work hard to gain or regain trust and build each other. Being transparent about this situation, expressing remorse and apologizing for any misconduct is an important beginning and may begin to rebuild trust and renew relationships. Pretending nothing happened, that won’t work. It reflects toxic leadership over people.
ⓒBig Game Hunter, Inc, Asheville, North Carolina. 2022
