People have changed the last decades and they will continue to change. One of the major changes is that most people get a decent education. This allows them to take control of many parts of their lives. It’s a radical step away from the 19th century factory model where the bosses were in control. And it shows: civil movements have never been stronger, yet, it doesn’t feel like they will end in a 19th century-style revolution. People get engaged because they want to help build society. Now allow them to help you build your organisation.
To do that, you need to change the way your organisation works. Your co-workers may not be ready and neither may you. But start taking trust as the base for all decisions related to your work organisation. Why not start an open talk with a co-worker? What stops him from trusting you? And what stops you from trusting him? Is it because he doesn’t know what his work leads to? Opening up finances may help. Or does he feel like you aren’t supporting him? Try working closely with him instead of waiting for a yearly evaluation before you talk.
Whatever you do, make sure you back up that trust with respect. It’s all too easy to slip into the 20th century trust that comes with conditions. “If you work very long hours, then you can work from home.” This is a hidden form of 19th century bossy thinking. It destroys any trust you have built up. You might as well not have started.
When you do start, though, expect some wonderful chemistry to happen. Do you remember a youth organisation you were in when you were young? Many things seemed to just get done. That’s because people were engaged. And that’s what you can achieve in your organisation, too.