Trust Measurement

Can you measure trust? A question we often get. The short answer is yes, but the critical distinction is what you measure. Most companies have some form of trust score that they typically take from a few questions on their annual employee survey and call that their organizational trust level. A start, but very INSUFFICIENT. The secret sauce is measuring not simply a trust level but the specific trust components that make up the trust score.

The Speed of Trust organizational index measures which of 4 cores of credibility and the 13 behaviors are strong or weak and diagnoses more surgically what needs improvement. This proven index can be used with any stakeholder including customers, employees, suppliers, partners, vendors or others.

The Speed of Trust team index or executive team index allow you to drill down to strengths and weakness of in tact work groups and enables a process of discussing previously un-discussable issues. Separating the specific behavior from the person and focusing on that significantly reduces the emotional charge of topics and creates the conditions required for change and collaboration.

On the individual level the tQ 360º Trust Quotient measures how trusted you are and which of 4 cores of credibility or the 13 behaviors are strong or weak as perceived by your co-workers, direct reports and your boss.

Other measurements and metrics that are strong indicators of trust levels are:

• Customer churn
• Talent turnover
• Employee engagement
• Referral rates
• Sales performance
• Productivity
• Project execution
• Profitability