What is a likely consequence when employees feel a lack of trust in management during a period of change?

When employees experience a lack of trust in management, especially during a period of change, one likely consequence is increased turnover. This occurs because employees may feel insecure about their positions, question the intentions behind changes, or believe that their needs and concerns are not being addressed by leadership. The uncertainty and lack of trust can lead to a decline in morale and engagement, prompting employees to seek more stable and supportive work environments elsewhere.

When trust is lacking, employees often feel disconnected from the organization's goals and may not be motivated to stay, especially if they perceive that their work environment is not conducive to their well-being or professional growth. This vicious cycle of distrust and turnover can be detrimental not only to the organizational culture but also to operational efficiency and overall morale within the team.

In contrast, higher job satisfaction, increased collaboration, and enhanced communication are typically associated with high levels of trust. In challenging times, if trust is undermined, it is more likely to lead to negative outcomes, such as turnover, rather than positive organizational behaviors.