Strategies for Building Trust in an Automated Work Environment
Purpose: This article analyses the impact of a culture of trust on the effectiveness of implementing new technologies and automation in organisations across various industries. Design/Methodology/Approach: The article is based on a review of literature and research, as well as case studies of organisations that have implemented effective strategies for building trust in an automated work environment. The research problem was formulated as follows: How do organisations build confidence in a computerised work environment (using what tools and strategies)? The research hypothesis assumes that organisational culture has a positive impact on the implementation of new technologies and automation in a company with widespread employee acceptance, thanks to the high level of trust that prevails within it. Findings: People are the greatest asset of modern organisations. Technology should support and improve their work, not replace them. Organisations have a wide range of tools at their disposal that they can use to build and strengthen employee understanding and trust in the efficient functioning of an automated work environment. Organisations that have a culture of trust should “nurture” it, systematically monitor, improve, and develop it. Practical implications: Organisational culture has a positive impact on the implementation of new technologies and automation within a company, thanks to the high level of trust that prevails among its employees. Examples of companies that have been successful in this field, based on a culture that is open to innovation, cooperation, and trust, where automation is viewed as a strategic tool for development, can be found in various industries. This article presents examples of such good practices. Originality/Value: Key strategies for building trust in an automated work environment should be based on a transparent communication system (clear communication of goals and processes, active listening, reliance on facts), defining roles and expectations (clear division of tasks, duties, responsibilities, competencies), promoting a culture of openness and feedback, building a sense of security, keeping promises (credibility), demonstrating consistency in actions, as well as supporting employee development (training, workshops, technological education), recognizing and appreciating their achievements. In an automated work environment, it is also essential to promote the idea that technology should support employees, not replace them (people are the actual value of an organisation; they determine the effective use of all resources, while technology remains a tool in their hands).