Employees are going to be happier on the job and more likely to remain with a company if they feel that they can trust the people they work with and work for. But trust isn’t something that just happens. It’s something that needs to be earned. Fortunately, there are steps you can take to build trust with the people you work with and to help everyone feel as if they are all working towards a common goal.
Get Everyone on the Same Page
Part of building trust with your team members is giving them peace of mind and reassurance that the company they work for isn’t going to suddenly go out of business or lay off groups of employees. Regularly discussing the company’s goals and its plans for the future can help to put your team at ease by letting them know that their jobs are safe and by letting them know where the company is headed.
Another way to get your team on the same page and to establish trust is to make sure everyone has a clear understanding of what their positions and roles entail, what’s expected of them and how their specific job will help the company achieve its own goals.
Just as it’s important for your team to know if the company is doing well and that is it on track to reach its goals, it’s also important for your team to know if there are any issues or concerns that might affect their jobs. It’s also important for you as the manager or leader to own up to any mistakes you make. People are less likely to trust others if they feel that someone else is unable to admit it when they mess up.
Another way to be transparent is to invite your team to discuss their specific concerns. You can then work together to come up with a solution to the problem or to brainstorm possible ways to solve it.
Checking in with your team on a regular basis accomplishes two things. First, it lets them know that you are invested in their work and are interested in seeing them succeed. Second, it holds them accountable for completing their projects in a timely fashion.
You can schedule check-ins in a couple of ways. One option is to schedule weekly or bi-weekly meetings with each team member individually. Having a quick meeting every or every other week gives you a chance to offer your team actionable feedback as well as a chance to see whether or not your team members are putting that feedback to use. It also gives your employees an opportunity to share any concerns they have with you.
Another way to check-in with your employees is to hold a weekly all-hands meeting, during which people come together to assess the results of a recently completed project or a project that’s in process.
Delegate Tasks as Needed (and Don’t Micro-Manage)
Trust is a two-way street. Along with getting your employees to trust you, you also want to demonstrate that you trust them. One way to do that is by assigning and delegating tasks to them. Once you assign the tasks, it’s essential that you give your team space to complete them rather than attempting to over-supervise or micro-manage them as they work.
You can start out small when assigning or delegating tasks if you aren’t sure yet of your employees’ competence. Once an employee has successfully completed a low-stakes task, you can increase the complexity of the assignments you give them.
Do What You Say You’re Going to Do
As a manager or team leader, it’s important that you commit to doing what you say you will do and that you only commit to doing what you can reasonably accomplish. If you regularly make big promises to your team that you can’t keep or are unable to fulfill, they will feel let down and doubtful of your ability to follow through on other things.
If you do promise to provide something and are unable to do so, don’t try to hide it. Come clean with your team and let them know what happened and how things will be different in the future.
Having a connected team of employees who rely on and trust each other is essential for your company’s continued growth. The team at New Direction Capital is committed to helping your company grow and thrive. To learn more, contact us today.