Trust

If You Want to Build Trust, Take the First Step According to a 2019 Gallup article, only 1 in 3 employees fully trust their leaders. The rest somewhat do or have low regard for their managers. It might be different with your organization. You could say that the majority have confidence in your management. But companies and people evolve. Also, some leave to retire or find other opportunities. New hires usually replace these employees. As a leader, you must repeat the process of building and increasing trust because of these changes. Here’s how you could go about it. » Change Your Mindset You meet new people often and judge them, consciously or unconsciously. You are polite and cordial, but you will admit you don’t trust them enough. Most people adhere to the belief that trust is earned and not given. But keep in mind a new employee goes through a selection process. You might have interviewed that candidate and have had a hand in hiring. Your organization hired the best person for that position. You and your HR department most probably made the right choice. Thus, isn’t it better to be more trusting of that new employee? As people grow older, they become more cautious of others. Of course, one should not trust a stranger in a dark alley. But the workplace is different as employees aren’t strangers. Leaders should continue showing confidence in them unless they have behaved negatively. » Trust even when Unsure How often have you wondered if a new hire can handle something difficult? After weighing the pros and cons, you realize there’s only one way to find out – assign that task to that person. This situation can be difficult for many as nobody can foresee future results. But, as a leader, you must take risks and break the mold. Show confidence in capable though untested people. Remain consistent and often, you’ll realize that your trust isn’t unfounded. » There’s no Middle Ground In many organizations, leaders have a wait-and-see attitude. Employees must prove their worth before they’re given more responsibilities or information. It’s different where a culture of trust exists. Managers have no qualms about delegating tasks and are confident employees will make the right decisions. Leaders share information with everyone, so there’s no room for rumors. It’s no surprise these organizations perform better than others. Keep in mind that it starts from the top and as a leader, this means giving instead of withholding trust. Take the first step and show your employees they are trustworthy.