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Pro
Months if not years. Culture is the actions, attitudes and accountability of management, leaders and HR.
It’s something in grained in the way of business, it’s a part of how you act and carry yourself. Deeply impacted trust speaks to leadership or direction issues; or possible large scale change.
Either way - that trust is now broken, and it will take months to prove who is or isn’t trustworthy, and if the business is worthy of trust again.
Think of it like dating - a big breach of trust isn’t fixed with a pizza party and ice breaker games. It requires fundamental change and trust rebuilding.
Pro
I think it takes much longer than leaders expect. I have seen trust damaged quickly, but rebuilding it takes consistency over months, sometimes longer.
Years, and there will always be cracks in that rebuilt trust. Employees know the trust CAN be broken again. It will take superhuman effort and repeated demonstration that management will make decisions in the employees’ favor before it can become full again.
Before making decisions that will impact trust, management needs to ask themselves, “Is the benefit value of what we are about to do worth the years of cost value of broken trust?” If management isn’t willing to turn over their best and most productive staff to gain the benefit value…the answer should be, “No.”