Employees are sensitive creatures, and one of the quickest things they pick up on is their boss’s trust. Employees’ trust is a critical component of the work team and the organization. Without trust, morale and productivity suffer, good employees, leave and gossip activates that make the work environment a bad one.
Behaviors that make employees feel like you don’t trust them
- Your arrogance and lack of humility.
- Not building good relationships with your team membersYour dictatorial leadership behavior.
- Not listening, listening, and accepting other points of view.
- Not admitting your mistakes or not accepting that others make mistakes
Important tips on how to adjust your tendencies to earn your employees’ trust
1. Communicate in person
Good leaders take the time to learn about their team and what each employee needs to perform well. All it takes is for you to reach out to the employee in question and ask, “How’s it going? Do you have any questions about your new assignment?
You can lose touch with your team when you constantly argue and get caught up in what’s called “gossip.” But if you ignore current projects and the challenges your employees face, you can’t provide the support they need to stay efficient and productive. And if you’re out of touch most of the time, your team won’t feel comfortable coming to you when they need help.
Plus, show that you care about your team members as human beings, not just employees. You can do this by keeping up with their personal lives. If someone has a family situation or event, happy or sad, communicate a simple expression of concern or perhaps give them some extra time to show you care. It can help build mutual trust and loyalty between you and your employees.
2. Be humble
Nobody wants to work for someone who knows everything or can’t admit a mistake when they make it. If you discover this habit in yourself, remember that you are not an infallible business leader, and nobody expects you to know everything. Demonstrating your ability to admit fault or ask for help if you need it means strength to you. Better yet, acknowledge your team’s expertise by asking your employees for their opinions and implementing their recommendations and feedback as much as possible.
3. Make things easy
Facilitation builds a bridge of trust between you and your employees because you help them as members of your team establish relationships of mutual trust across their departments and expand and improve their skills. Ask your employees: “Is there anything you need to do better at your job?” You will likely find many opportunities to help your employees.
4. Understand the mistakes
We all make mistakes. Some are small, and some are worth keeping an eye on. Consequently you’ll earn the recognition of your employees if you quickly decipher minor errors and treat them as opportunities to grow in the business for better performance. It is necessary to have direct conversations with your employees to carry out these treatments. Rarely does someone make such a big mistake that it affects the business and deserves harsh treatment from you? But when a big problem occurs, remember that it is not one person’s fault but a series of pitfalls and a backlog.
Treating employee errors as a business problem rather than a personal failure for your team indicates that they can trust you to react when things go wrong.
5. Avoid micromanagement
It can be a good idea to think that you know the best way to perform a task; when people are allowed to do work, they do it better. So avoid micromanaging that confuses your employees as they go about their work, and let them do it their way. So let your team make routine decisions without consulting you for permission, simplify procedures and eliminate unnecessary pre-approvals. Furthermore, you can delegate tasks as learning experiences and put expectations first. In addition to your employees feeling that you trust them, empowering them encourages them to use their creativity to get the job done.
6. Logistically prove trust
To build employees’ trust, the lines of communication must be open. It’s not that complicated
. While employees don’t trust a manager they rarely see or talk to, all you need is a little logistics. From here, as a business leader, make yourself available by leaving your office door as open as possible. Also set aside different times each day to walk around your employees’ workplace, greet and talk to them, ask questions and suggest assistance.
7. Share the success and give praise and recognition.
Nothing undermines an employee’s trust faster than a manager taking credit for doing a job well and getting it done. So don’t be that boss, because your employees will stop sharing their good ideas.
During staff meetings, ask everyone to share a success story because it’s a convenient way to publicly identify when one or more team members are solving a long-standing problem, acquiring a new client, or finding a way to reduce costs.
The Acknowledgments are very motivating to the staff, and they are free of charge. So all it takes from you is a little bit of thought to put that into practice and make use of it in your business.
Without a foundation of employees’ trust, they’ll be less likely to talk to you to find out what’s wrong and more likely to hide it. Furthermore they may even mistake your anger for something more disastrous like they did something seriously wrong.
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