Tips for Managers on Trusting Employees

Trusting Employees

Wouldn’t it be easy if there was a handy manual that everyone could refer to for building trust and sustaining trusting relationships?

Unfortunately, only when one loses trust in a situation or someone through an experience, then one realizes how important and valuable it is. So, how can managers foster a culture built on trust in organizations? We have all seen missions and value statements that different organizations set. Those are the guiding principles and the glue of what a company represents, stand for, and value. But the real question is how employees and organizations can demonstrate those values daily. It starts with the executives and managers from the top down, leading by example, how they conduct themselves in meetings and during their performance appraisal discussion with their direct reports making it an integral part of daily interactions.

Putting all together to bring the best outcome and reactions from individuals in general, one must understand that deep down, we all strive for love and belonging, to be recognized, to be valued for our contributions, to have equal opportunities, and to be understood and appreciated. When there are issues, you must put biased opinions aside and external noises, remain neutral and look to solve the problem instead of wasting time on the blame. There are steps to consider that can be a starting point as you build trust foundations among your employees or team members on developing and maintaining trust.

Lead by example

• Do what you say you’ll do
• Accept accountability
• Be scrupulous about confidentiality
• Encourage a culture of continuous improvement
• Avoid creating a culture of blame

Show that you care about others

• Spend time with people
• Show your appreciation
• Be available
• Support employees
• Celebrate successes and milestones

Empower your employees

• Trust people to make good decisions
• Make yourself available as a coach
• Focus on goals
• Look for ways to help employees grow
• Play to people’s strengths

 Encourage open communication

• Commit to being open and honest
• Share what you know with employees
• Create an open-door work environment
• Encourage employees to ask questions and offer suggestions

Treat everyone fairly and with respect

• Avoid favoritism
• Create a working environment that’s free of discrimination, harassment, Intimidation, and bulling
• Look for the good in all your employees

Building trust doesn’t happen overnight. It grows over time from your consistent actions and words.

“An employee’s motivation is a direct result of the sum of interactions with his or her manager.” – Bob Nelson