Do people regularly question your expectations?
Is there a lot of disrespect among your team?
Do your employees underperform at the tasks you assign them?
Do you trust people to take on new engagements?
I trust my employees at work: I let them choose the way they want to work, I am open to accepting their ideas, and I give them new opportunities to try around. A lot of managers are fearful of trusting their employees. They keep on struggling to build a bond with their employees because there is no trust.
Building trust is an incredible part of the equation between managers and teams. Trust is the foundation in order for the companies to have a healthy thriving culture. Without trust, employees are probably going to be disengaged, this results in a toxic work environment. So, how can you as a leader build trust in the workplace? In this article, I’ll share some key points that can help you to build trust in the workplace with your employees.
- Transparency in the team can turn the tables
Even when it’s hard, make sure you keep everyone in the team in the loop. If you are not able to understand what employees need to know you can never be in pace with their expectations. Showing support for your team members will go a long way in building trust in the workplace.
There are tools like ProofHub that can bring value across the organization. With a transparent work culture, it becomes easy for team members to keep track of every single stage. With ProofHub, you can manage all the processes in your team. Track progress of work at every level, assign tasks to each team member and stay updated in real-time. The teams feel empowered and they share the best qualities.
Use ProofHub to keep your employees in the loop. Give it a try.
2. Actively listen
Active listening means you are fully concentrated on what is being said and you carefully paraphrase what you’ve heard. The goal is to understand people and situations before reacting to it. In a study, it was found that those who “listen to understand” have better, happier relationships with others. This is completely apt for a leader and a team.
You can use a feedback tool to make sure everyone has the chance for their voices to be heard. Engage in good conversations with employees, giving them the chance to ask questions and get answers.
3. Treat employees like people, not numbers
When you treat your employees fairly, you’ll definitely build a relationship that is based on trust and respect. If you have given them the responsibility to meet certain metrics, see them in terms of the output they bring. If the leader fails to bring in a good, positive relationship with its employees, there are chances that the project will not be a success.
You need to understand your responsibility to maintain a healthy work environment. This means getting to build a relationship with them. This, in turn, will help people feel valued. In so doing, they can also better support their professional improvement.
4. Build-in accountability
Missed deadlines, poor quality of work, repetitive mistakes, lack of trust and varied performance levels are signs that you have accountability issues in your team and with your employees. Without accountability, top-class management doesn’t exist. A team’s success and trust depend on leaders holding themselves accountable and for creating a culture of accountability on your team. Trust must be earned. When the leader acknowledges their mistakes and successes, employees will follow your lead. You can foster accountability by building methods that become part of the culture. It comes from a conscious effort to walk your talk.
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6. Encourage and not command
Who likes to be told what to do at every turn? Or who likes to be controlled at every step they take? Perhaps this is not the sign of good employees and good leaders. This is what calls for balanced autonomy. Autonomy is the power to shape your environment in a way that allows employees to work at their best.
Calm down when the mistakes are made, hire the team who can engage naturally, create choice within boundaries, grant employee ownership, and provide tools to reach goals. Encouraging teamwork is in your hands. Make sure everyone knows their goals and reward them for their good actions.
There you go. With the right combination of encouragement, tools, and leadership, you’ll soon be able to build your dream team — a team that trusts you and each other!
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