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Tag Archives: Walk the talk

How to increase your employee’s trust in you through your actions?


ManagerBuilding a trust relationship with your employees is a tricky business in itself. Even though you can’t control your employee’s perception of you, you can affect their idea of you by your actions. And hence, in this blog, I will continue my conversation from my last blog about how to build a successful trust relationship with your employees through your consistent actions.

Listen to your employees: No relationship can be build successfully, if you are unwilling to listen. Same logic applies here. As a manager, you should seek to understand your employees, and try to show empathy towards their viewpoints. If you don’t agree with the opinion of your employee, then don’t try to shoot their idea immediately. Let them tell the thought process behind their idea, and you might be surprised with what they can come up with. Let’s say, you still don’t like their idea after hearing the entire story. In that case, you should try to explain your viewpoints to them and explain your thought process to them rather than rejecting their idea directly. With this approach, they will feel more connected with you and they will at least try to understand your perspective rather than just thinking that “my manager doesn’t like my ideas, so he always says NO”. If you can at least get your employees involved in the decision making process and seek their ideas before making the decision, you can build a better trust relationship with them.

Keep your commitments: Let’s say, you have a manager who tells you something (ABC) and does completely different thing (XYZ). Will you be able to trust his/her words again? Same goes for your employees. If you don’t keep your commitments often, then they will have a really hard time trusting you. Thus, in order to improve your trust relationship with your employees, you have to make sure that you do what you say you are going to do. By seeing your consistent behavior, they will develop an idea on what they can expect from you, and hence, they will try to trust your words on the basis of your past actions. Take this for an example, if the final decision about a problem is outside of your direct control, then it is better that you tell your employees that you will “look into it” instead of telling them that you can “fix it”. In this way, they will know what they can expect from you, which is a key component in building any kind of trust relationship.

Admit your mistakes: We are all humans, and hence, we are all prone to make mistakes. But if you make a mistake and don’t admit your mistakes, then it will send a wrong message to your entire team. They will consider this as the new precedence, and they won’t admit their mistakes either, when they make them. If you do something wrong, then it is very important to apologize and admit your mistakes. This behavior will bring you and your team members close together. When you accept your mistake, try to explain your intentions going forward and live up to the new expectations that you have established. Everyone makes mistakes, the difference is what you do when you have made one. If possible, try to share what you have learned as a result of your mistake so your employees don’t make the same mistake again. By sharing your experience, you will not only be improving your relationship with your employees, but you will also be teaching them a lesson that you have learned.

With these pointers, I am ending my two part series blog about – ‘manager-employee trust relationship’. If you have any other ideas through which we can increase our trust relationship with our employees, then please share your ideas with me through your comments here. Thanks – Bhavin Gandhi

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5 ways to become the best manager for your employees


BestManagerIn my last blog post, I have talked about few earlier signs of your management failures. And hence, in this blog post, I will provide you with a formula to handle each issue separately, and how you can turn around these situations in your favor.

Learn from the exit interview: As I have mentioned in my last blog, if you are having a higher turnover rate in your team as compared to your organization/department, then you might want to analyze your leadership style. Try to get as much information as you can through the exit interview. If these exit interviews are taken by the HR Department, then work with your HR personnel to include your questions in the mix. Try to include questions, which can give you some inside scoop on your leadership style. For example: Few problematic communication practices, managerial feedback, etc. Depending on their inputs you should try to change your leadership style.

Learn from your 360 review: Often 360 degree multi-rater assessments or employee’s feedback surveys will provide you with the valuable input about your management style in general.  So, make sure that you take those survey results seriously, and take out some time to act on the improvement opportunities mentioned in the survey. Look for things like, your engagement rating with your employees, your general relationships with others, etc. At worst, it will provide you few pointers on where you are going wrong, and how to improve your management style.

Communicate effectively: As I have mentioned in my last blog, if you are having multiple employee’s disputes as compared to other teams, then you might not be a good manager. In order to improve your situation, you might want to increase your communication with your team members. Make sure that you clearly communicate your decisions to your team. Often times miscommunication can generate a sense of inequity or unfairness about these decisions, leading to disputes that tend to end up in the lap of Human Resources departments because they relate to the application of written company policies or procedures. Thus, you should try to communicate with each team member at least once a day. Make it a practice. Also, you should schedule at least one-on-one during a month, where you just talk about your employee’s personal growth and any concerns that he/she might have. This approach will help you to communicate with your team effectively.

Frequent performance reviews: Good manager will always schedule frequent one-on-one with their employees. As a manager, you should always provide your feedback to your employees on an ongoing basis, throughout the year or throughout the period for which the review is being conducted. So, when it’s the time of doing the performance review, its mere a documentation of what you have been talking about during the entire year. If you follow this approach, then you can at least reduce the amount of conflicts between you and your employees during the performance review period.

Lead by example: Let’s assume that you might be one of those bad managers and you might have developed a bad reputation for territoriality, or being “difficult to work with”. Even then, it is never too late to change. Though it might take some time to change other’s perception of you, you can do that. Just try to hold yourself to higher standards. When someone is completely bypassing you in the decision making process, try to talk with that person and identify their issues. It might take some communication and extra efforts in resolving these issues, but you can lead by example. You can show your team members and others in the organization on how you follow your company’s processes, and why your inputs are valuable in the decision making process. If you keep on following this practice, I am sure that you can regain their trust, and improve the work throughput.

I hope, my blog has helped you in seeing some of the general shortcomings of a manager, and helped you become the best manager for your employees. Please share your comments here, if you agree/disagree with my point of view.

Thanks – Bhavin Gandhi

 
 

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