Trust is imperative in any type of functional relationship, whether it be personal, romantic, or professional.
When there is trust amongst colleagues, workflow is smoother and employees are happier.
It is often up to the supervisor to foster trust between coworkers, but not many know how to do so. In this article, we will help by providing three ways to build trust in a team.
Sometimes, trust can build naturally, but the roadblock to that is simply the fact that colleagues do not know each other well enough to build the said trust.
Most offices consist of professionals who work independently on their own tasks, rarely communicating with others.
Some may strike up friendships in the cafeteria, but others don’t know their own co-workers, which makes it impossible to trust them when the need arises.
In order to promote trust, managers should make an effort to structure assignments to require collaboration; for example, assigning various parts of one project to different people.
This strategy will force colleagues to work together, which will go a long way in getting them to start trusting each other.
As stated previously, often, managers are responsible for building up trust in a team.
In order to do so, managers should help employees value each other; one way to do that is to recognise each person’s individual and unique skills, and showcase them to the entire staff.
For example, one employee can be an excellent writer, while another can be a fast typer.
You can encourage team members to turn to one another if they need help; this will promote communication and, eventually, trust to form.
Encourage Healthy Debate
Many people are afraid of conflict, and managers often forbid any disagreements in the office.
This can be a mistake, because a healthy debate, one where the participants are respectful and considerate of other’s opinions and feelings, can actually get coworkers to know each other better, and share their viewpoints.
This can foster bonds and friendships, as individuals learn to respect and trust each other.
Trust in a team leads to better employee retention, greater work outputs and less issues.
Foster trust in your team by using the three tips above.
Head of Training and Development
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Mark Williams is a learning and development professional, using business psychology and multiple intelligences to create fascinating and quickly-identifiable learning initiatives in the real-world business setting. Mark’s role at MTD is to ensure that our training is leading edge, and works closely with our trainers to develop the best learning experiences for all people on learning programmes. Mark designs and delivers training programmes for businesses both small and large and strives to ensure that MTD’s clients are receiving the very best training, support and services that will really make a difference to their business.