I have seen many managers struggling with building a successful trust relationship with their employees. Building a trust relationship with anyone in itself is not easy, and it is even more complex when you have to build that relationship with your employees to whom you can’t disclose certain confidential information. Thus, most managers take a “don’t ask, don’t tell” approach. Obviously, neglecting that part of the employee-manager relationship will not help you either. Trust is very critical to the success of any organization, and as a leader you need to be able to trust your employees; and more importantly, your employees need to be able to trust you. Hence, in this blog, I will provide you with few pointers through which you can build a successful trust relationship with your employees.
Be open with your employees: I am not telling you to disclose all the confidential information to your employees, at the first chance that you get. But you should at least keep your employees informed about what’s happening in your organization. You should always try to disclose some general information that you know without releasing any sensitive (or confidential) information. Also, whenever you get an opportunity, you should try to share your values, thoughts and beliefs with your employees, so that they get the opportunity to know you better. If you support and praise your employee’s achievements and try to be positive most of the time by maintaining each other’s self esteem, then you will at least earn their respect by showing this consistent behavior.
Provide regular feedback: Unfortunately, most managers don’t consider feedback-giving process as the avenue to build trust relationship with their employees. For some managers, feedback is just another process through which they have to go through once a month during their one-on-one sessions with their employees. If you change this mindset and recognize the potential of your one-on-one time with your employees, then you can do wonders. Do this…try to develop a habit of talking to your direct reports at least once a day. I know, it will be hard at first, but you will be surprised to note the positive change in your employees within few weeks. By providing them regular feedback (yes I mean it, regular), you will be giving some time to this manager-employee relationship. And sometimes, only the time is needed to build stronger relationships. Don’t you agree?
Trust others: I know, this is easier said than done. But trust is a two way street. Unless you trust your employees, and always assume their positive intent, you won’t be allowing them to build a trust relationship with you. If you are serious about building this relationship with your employees then you need to stand up for your employees, and suspend any judgment that you might have. You should develop a practice of respecting your differences and appreciate each other’s skills. I know, it will take time, but it can definitely be achieved. And once you stand up for your employees, you will see that your employees will start standing up for you.
These are some ideas through which you can improve the trust relationship between you and your employees. If you have any other ideas through which we can improve this trust relationship, then please share your ideas with me through your comments. Thanks – Bhavin Gandhi