EUCUSA Trust Check

To be successful as a company, trust is needed as a core quality and the basis of a sustainable healthy organizational culture. A trusting work environment contributes to employee retention and is an essential component of leadership development.

Your advantages

Trust has a direct and indirect effect on the company's success.
Those who trust do not have to control everything. Control systems can be designed to be less complex.
Trust reduces complexity and stress.
Trust enables open and honest communication. Problems and questions can be addressed quickly, which helps a team to work more efficiently and without fear.
Employee loyalty is strengthened, mental health is improved.
New target groups can be addressed, e.g. company owners (e.g. shareholders), controlling committees (such as the supervisory board), works councils or staff representatives. All these groups have an interest in anchoring a sustainable culture of trust. And new key figures (KPIs or key performance indicators) provide helpful insights to do a better job.

“Trust“ – EUCUSA’s definition

“Trust is the courage to show vulnerability in order to reduce complexity.“

 

Courage as a fundamental attitude is required so that trust can be given in a (management or colleague) relationship. The basis for this is the measurability of trust and thus the possibility of effectively achieving the jointly defined goal of corporate excellence.

Model for measuring trust culture

The EUCUSA model assumes that trust can be represented by four main components (dimensions). Four subcomponents (aspects) each represent a main component and describe it more concretely from different perspectives. These 16 components are scientifically based and formulated for practical evaluation.

Credibility
  • Responsibility
  • Honesty
  • Competence
  • Clarity
Fairness
  • Availability
  • Authenticity
  • Dealing with errors
  • Encouragement
Trust
Reliability
  • Agreement quality
  • Perseverance
  • Support
  • Future readiness
Relationship
  • Openness
  • Security
  • Respect
  • Availability

From the quantitative results of an (anonymous) employee survey, it can be clearly derived which main components or subcomponents should be worked on, but also where there are already very good results that serve as best practice example and can be learned from. In this way, a key figure-based company overview can be generated quickly and efficiently.
Qualitative responses (in addition to the quantitative evaluation) in the form of anonymized comments are also often very informative and can provide important added value for interpretation. Furthermore, interviews or focus groups can bring to light background knowledge about what exactly needs to be worked on to optimize a culture of trust.

Variants of trust surveys

  • as a separate survey if trust has been established as a company value
  • as a trust index within an employee survey
    (e.g. if trust is defined as a dimension of an employee survey)
  • as a single dimension (z.B. fairness) as part of an employee survey

We would be happy to discuss with you, which option serves best for achieving your individual goals.

More about employee surveys in general: EUCUSA employee surveys

Instruments for the EUCUSA trust check

Depending on the intended use, there are currently two variants of questionnaires to choose from.

We would be pleased to discuss with you all options of individual use and result reports.