To be successful as a manager, it is important to build a relationship with the team that is based on trust. When employees trust and respect their manager, they will make a special effort, especially when they feel confident and supportive.
Employees rarely command under the authoritative thumb of someone they don’t trust and don’t trust who they feel. Productivity without trust is encountered when team members engage in politics, spend time covering themselves, and live by the order that they know it is profitable. Lack of trust affects motivation and customer satisfaction as employees shift energy and focus on working on real life issues that lead customers to resentment and dissatisfaction from management.
Managers who speak openly and often build relationships and trust with the team. They should not tell the team members what they are thinking but they should tell. Employees may feel that no news is bad news. Lack of interaction destroys trust. Face to face communication is the best way to build trust.
Trust managers need to be trusted
It is important to create an atmosphere of trust for a manager. It starts with trusting others. It is more effective to assume that employees are trustworthy as long as they wait for trust when they do not receive it, rather than waiting to be trusted. Because team members feel they have been trusted by their manager, it will be easier for them to be trusted in return.
Honesty is a very important factor that affects trust. Managers who are open about their actions, intentions and vision soon find that people respond positively to self-disclosure and sincerity. As a manager, you share good and bad news openly. This can put an end to gossip and inappropriate politics. Great managers know they are not perfect and they make mistakes. It is better for a manager to admit mistakes than to ignore them or cover them up. Coverage (perceived or real) is probably the biggest enemy of trust.
Establish strong business ethics
Managers need to set ethical values for the workplace. Common ethics teams are healthier, more productive, adaptable, accountable and resourceful because they are united under a common value set.
Keep your word
Do what you say and make your actions visible. The team members immediately acted on dishonesty and broken promises. Visible promises will boost confidence. If a manager ignores the steps for the team, it gives the impression that they do not follow them.
Keep the conversation constant and predictable
Building trust is a process. Trust the outcome of a permanent and predictable conversation over time. If the manager gives different answers from week to week, it becomes difficult to trust him.
Get started with the future
The manager’s initial steps set standards and expectations. A manager should guide for example.
Be competent and accountable
Find ways to be regularly available to team members. When talking, be responsive. Irresponsibility leads to anxiety and mistrust. Act instead of talking based on words. Don’t just think about taking action!
Team members need to be able to express concerns, identify issues, share sensitive information and raise the level of related issues. It is important to understand in advance how confidential data will be handled.
See your language
It is important that a manager’s language does not contain “we” or “them”. The terms should be easy to understand. Leaders should stick to business language and not use strong or obscene language.
Create social time for the team
Much trust and confidence is built through informal social interaction. Successful managers ensure that social opportunities arise regularly.
Building trust with employees is essential to building an effective team that works well together. Taking the time to build trust will have long-term benefits for managers.