Building trust as a manager
In order to manage an effective team of people you need to win their trust.
If employees don’t have trust in their company and their managers, they can become disengaged. This can lead to high rates of staff turnover and those who stay are likely to be de-motivated.
Honesty is the best policy. Communicate with your team,
ensure that they are kept in the loop regarding the firm’s strategic plans and that they feel that their views are heard (and listened to), by management. Ask them for their input and where you have made a decision, give them some background information, so that they can better understand the drivers behind that decision.
Employees are people, not numbers
It’s easy to get lost in the numbers. We all love sales figures, KPIs and metrics. However, if you invest some time in getting to know your team members, they will feel valued by the firm. You don’t need to become their best friend but you do need to get to know them better in order to get the best out of them, keep them motivated and help them to progress their careers.
Give credit where it is due
The best managers show appreciation and acknowledge the hard work that is delivered by their people. Various studies have shown that employees who receive recognition from their line managers were significantly more likely to trust them.
Prioritise the team’s interests
To gain their trust, managers should be their team’s best advocate. The best managers present their team in a positive light and are openly proud of their accomplishments. Mistakes should be seen as learning opportunities and managers should take responsibility for putting things right, rather than placing the blame on an individual.
Ask your team for feedback
The best managers ask their team members for feedback. Constructive feedback should always be welcomed. Nobody is perfect and even the best managers can learn from their team members. Asking for feedback will also help you to build trust and rapport with your team members.