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Trust, like respect, is earned, not given. Great leaders know how to establish trust with their employees, and just how valuable it is. Trusted leaders have teams that perform better, are more loyal to the company, and are happier and more productive overall. To build trust with your team, these are the things you need to do.
Be available.
To start building trust, simply make yourself available to your employees. When employees feel comfortable coming to their manager it boosts both performance and morale. In addition to letting your employees know that they should always feel free to ask you a question, host office hours where employees can drop in to ask questions. With large teams, office hours can be done by email or through a live chat. Do this at least once per month, or as often as is feasible for you.
Get to know employees as individuals.
The best way to get to know your employees is by talking to them and getting to know them as individuals. You don’t have to become best friends with your team, but you should be friendly with them. It shows that you care about them on a personal level, and don’t just view them as subordinates. When you’re managing large teams and aren’t able to individually touch base with your employees, you can reach out by email.
Ask employees how you can help.
One simple question can make a very big difference. Ask your employees how you can help them. By making yourself available, you’ll win their trust and their loyalty. Even a quick check in with your employees can do wonders for boosting morale. Every employee needs support from their manager, and by asking them how you can help, you’ll learn exactly what they need.
Provide feedback.
Feedback is essential for employees to perform at the best of their ability. Too often, feedback is only given in the form of performance critiques when an issue arises, when in reality it should be given regularly. Feedback should be used to both highlight employees’ strengths as well as to improve their weakness.
There are many ways to deliver feedback, from informal check-ins on the fly to scheduled sit-down reviews. The key is to provide employs with a blend of feedback that best meets their needs. Millennials and Gen Z crave frequent feedback with a preference for quick check-ins, whereas Gen X and Baby Boomers are more open to weekly or bi-weekly check-ins.
Allow employees to make mistakes.
Employees need to know that they won’t be punished for making mistakes. Mistakes can be powerful learning tools. Employees who aren’t afraid of making mistakes will be more likely to try harder and work creatively to find a solution. They’ll strive to solve a problem rather than giving up.
Don’t micromanage.
Micromanaging employees is the fastest way to lose their trust. It tells them that you don’t trust them to complete tasks without intervention. Allow employees to have the freedom to work, and only step in when it’s absolutely necessary.
Encourage autonomy.
Great leaders encourage employees take full ownership of their jobs. They empower their employees to make their own decisions and have confidence to take risks. By giving employees autonomy and allowing them to have ownership, you’re freeing yourself up to focus on bigger issues, rather than fielding small questions all throughout the day.
