It's "boss's day"! workers distrust corporate management, but express confidence in supervisors

Six Out of 10 Employees Polled Say They Do Have "A Lot" of Trust
in Their Direct Boss According to a Survey by LRN and Wirthlin Worldwide

LOS ANGELES, CA, October 15, 2003 -- U.S. employees may still be having a tough time trusting management in Corporate America in the wake of the current criminal trials of former executives. But there are hopeful signs nonetheless for National Boss Day (October 16th). The majority of employees queried, 63 percent, have retained faith in their immediate supervisor - perhaps the single most critical interpersonal relationship in the workplace.

A study released today by LRN, a leading provider of legal, compliance and business ethics management and education services to mid-sized and global corporations, and independent researcher Wirthlin Worldwide, found corporations may still lack general credibility among the rank-and-file, but the majority of employees have strong trust in their own supervisors. This is significant news in an economic climate marked by layoffs and diminished expectations from employment, and indicates an important area of focus for employers who are trying to retain and motivate the best and the brightest talent, while demanding more from them on the job.

LRN commissioned the study to identify trends within the workplace relative to trust and ethics, and to specifically examine worker attitudes toward their primary supervisor. "Although it is far too early to declare victory that trust in corporate America has been restored, this finding of strong ties between employees and their supervisors could signal an important first step," said Dov Seidman, LRN founder and CEO. "Our programs are designed to develop strong cultures of integrity and legal compliance deep within organizations as well as at the top. As trust is earned over time through ethically sound behavior throughout organizations, the restoration of corporate reputations will follow."

The study, conducted the week of September 29th, surveyed attitudes among a representative sample of 1,001 adult Americans. Of these, 622 were currently employed working in every vocational channel in the country from the shop room, to the retail environment, to the corporate world. The question: "How much trust do you have in your boss?"

According to Wirthlin Worldwide, nearly two-thirds (63 percent) of those polled said they have "a lot" of trust in their boss. Seventeen percent said they have "some" trust, and only eight percent said very little and four percent said none. Eight percent of working Americans surveyed have no boss at all.

"Our struggling economy puts a lot of pressure on both supervisors and employees," said Mark Wirthlin, senior vice president of Wirthlin Worldwide. "As companies continue to expect more productivity from their workforce with fewer resources and smaller staffs, the potential for strained relationships is higher than ever. To see the extent to which most American workers still trust their bosses shows there are a lot of managers out there making hard choices, but still being fair, honest and ethical with their employees."

LRN knows better than any other organization how important worker/boss relationships are. The company helps organizations instill trust by helping workers better understand the expectations of management in the critical area of lawful, ethical behavior. Seidman believes that business ethics founded on shared values and trust go hand in hand. LRN has focused on changing the way businesses and management operate, and bringing ethically sound, higher standards to corporations operating across the globe.

"This study shows that both supervisors and the people they manage have their hearts in the right place, and they want to do the right thing," continued Seidman. "But sometimes they just need some help understanding how the law - both the rules and the spirit behind the rules - might influence the way they conduct themselves. Our programs inspire discussions and debates among workers and bosses about how to recognize, evaluate and resolve tough situations. Having the practice helps minimize actual miscommunications and misunderstandings, and moreover empowers employees at all levels to make the right call when it really counts."