It is hard for some managers to step back and share control with their staff.
Whether the employees have made mistakes in the past, or you simply can’t relinquish control, not having confidence in your team members can lead to negative consequences at the office.
First and foremost, lack of trust makes your workload harder, as you constantly have to micromanage your staff.
Second, employees know that you don’t have faith in their abilities and judgement, which likely makes them feel unappreciated.
To start building a successful working relationship between your staff and yourself, use this guide to learn how to trust your employees.
Be Honest – If you expect your employees to be upfront and honest with you, you must set the precedent. If you have been secretive or dishonest in the past, own up to your mistakes. If you are truly trying to build trust with your staff, sit down with everyone to discuss how that can happen.
Be open and share your desire to reshape the corporate culture to decentralise the power and share responsibility. However, let employees know that the only way to do that would be for them to step up, accept more responsibility, and have transparency in the workplace.
Letting people know that you are trying to establish a better working relationship will motivate them to try to deserve your trust.
Start Small – It is difficult to go from micromanaging to suddenly handing out power to your staff. Therefore, it is advised to start small in your efforts to test your employees. Instead of handing over an entire project and expecting a final result, assign parts of the project, and ask your subordinates to check back in with consistent progress reports. This will give you a chance to see if the employees will be responsible enough to follow your orders, and turn in good work before giving them more freedom.
Treat Employees Well – Trust is truly reciprocal; if you treat your employees well, they will likely treat you the same. If you want to be certain that your team members will be working to their full capacity, be interested in the success of the company, and be upfront with you, you need to make sure that they feel they are treated well in the organisation.
Those employees that feel they are underpaid or unappreciated will probably cut corners or not be motivated to be efficient.
However, the workers that feel like their manager looks out for their best interest will most likely strive to do their job well and be more independent and motivated.
Not being able to trust employees can hurt the company with less productivity and more turnover rates. Just as difficult as it is for managers to constantly check up on their staff members to make sure they are doing their job, it is as hard for the employees to be watched over and not trusted to be adults.
Improving relationships to promote trust and transparency will provide benefits for all the parties involved.
Head of Training
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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.