Trust can be defined as assured reliance on another's integrity, veracity and justice.
And when you trust your employer/boss, it has got firm reasons/experience behind the same.
Well stats goes as follows:
Only 24 percent of employees consider themselves truly loyal, committed to their organization and its goals, and planning to stay at least two years.
Thirty-three percent of employees are high risk, not committed and not planning to stay.
Thirty-nine percent are classified as trapped. They plan to stay, but are not committed to their employer.
Among those who felt they worked for an ethical organization, 55 percent are truly loyal. For those who didn't feel they worked for an ethical organization, the loyalty figure was 9 percent.
Whatever the surveys depict it is up to you how much you believe in someone. And when you trust your employer even he/she is aware and on ethical grounds the employer won't misuse the trust you are putting on him/her.
Similarly possessing a second point of view as Nandini has, that your employer might misuse the trust you have on them; in such circumstances the relationship that exists between employee employer and the atmosphere that develops in the organisation is ill, and the organisational culture gets affected drastically. Faith and Trust are the grounds/pillars of any relationship whether it may be employee & employer etc..
Trust gets build when both the concerned parties interact and think productively optimistically for each. It is not just thinking about the other and gaining the benefits. Hence the kind of culture atmosphere that develops in the organisation lies in the hands of both employee as well as the employer; but the thing is that this acknowledgement should be known to both.
