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Trust is essential for a productive and successful workplace. Employees are more successful when they trust the company and the leaders they support. Building Trust inside organizations mostly comes from smaller actions that accumulate over time. This increased trust leads to greater employee collaboration, strengthens decision-making, and increases loyalty to the company.
Trust-boosting results are hard to ignore, especially when comparing low-trust and high-trust companies. High-level report employees 74% less stress, 50% more productivity, 29% more satisfaction and 40% less burnout. Trust must be earned in most relationships, and business is no different. Here are seven confidence-building tips that leaders and teams can implement into their daily workflow.
1. Stick to the four Cs
Competence, commitment, constancy and kindness are the four elements associated with building trust. In the case of competence, employees should expect to work for someone who knows what they are doing. A lack of trust in an employer can cause workers to lose trust in the company as a whole. It could also make the organization’s mission statement unclear, leading to lower results and lower than average productivity.
As for commitment, staff are more likely to be motivated if they see their leaders committed to the cause. They are also more likely to stick around for the long term, leading to higher retention rates. With consistency, employees rely on a boss to show up and lead, no matter the circumstances. Consistency helps people know what to expect and eliminates the risk of unforeseen roadblocks. This reliability allows employees to plan better and stress less about unnecessary chaos.
In terms of care, people need feel as they matter At work. They want leaders who care about the organization and its employees. This is just one of the reasons why benefits are so important. They communicate that a company cares about its employees. If you are a leader who violates any of these guidelines, be upfront and honest with employees. Admitting mistakes is another way to cultivate and build trust.
2. Always be clear and direct
Unclear instructions and feedback from leaders can significantly erode trust over time. Your staff wants leaders who practice good communication skills. An employee could easily become stressed if they don’t have thoughtful and detailed instructions to follow. Don’t let the fear of micromanagement deter you from intervening if necessary. It is your job as a leader to set clear expectations and guidelines for your team.
Best-selling author and researcher Quote from Brene Brown, “clear is nice, blurry is mean”, resonates in many areas, including work. For workplace projects, clarity is like painting a picture of what will be done in the end. Before your team begins, detail the guidelines that must be met for a task to be checked off. This keeps everyone on the same page and contributes to a better quality of work.
3. Don’t be afraid of difficult conversations
Half of the managers quote difficult conversations as their biggest challenge as a leader. The need to navigate difficult topics remains a reality, whether addressed by employers or not. Holding these conversations is a skill set that includes emotional intelligence, attention to detail, and open-mindedness. As a leader, you shouldn’t shy away from these important conversations just because they can be uncomfortable or difficult.
Employees respect a boss who isn’t afraid to tackle difficult discussions and issues, especially in today’s world. This type of leadership sets an example that others will want to follow. Avoiding these discussions could unknowingly lead staff members to disrespect and lose trust in company management. Difficult conversations are also likely to take place between employees. If you and a member of your team need to discuss this, don’t be afraid to ask for help. Ask for help from a manager if you need it.
4. Be intentional about comments
Regular feedback allows workers to better understand their job performance and goals. Employees will know what they need to keep doing and what approaches might need modification. Whether the feedback is positive or negative, it is imperative to be intentional with these conversations. Add your comments to your Zoom calendar before your Zoom meetings so you don’t forget. Seeking opportunities to praise employees nurtures a sense of confidence and fulfillment.
Be constructive and direct when discussing areas where an employee can improve. These conversations don’t have to be accompanied by feelings of negativity. As long as leaders are respectful, a good employee will generally appreciate the opportunity to work toward improvement. Additionally, staff can build trust in their leaders when they feel supported and respected.
5. Pay attention to employee mental health
Leaders need to take a genuine interest in the mental health of their employees. Being caring starts with promoting a healthy work-life balance for all staff. Managers can lead by example in their own ways and expect the rest of the team to follow. Burned-out employees significantly hinder productivity. Approximately 75% of companies struggling with overworked employees, according to a report by office atmosphere. These conditions affect overall job performance and worker well-being.
Employers should help publicize the importance of mental health. Raising awareness includes organizing employee support groups and promoting a healthy work environment. It also means treating every employee with respect. Companies are encouraged to review their health insurance policies to ensure that they adequately cover mental health services. These resources make it easier for employees to seek help from a mental health professional when needed.
6. Maintain an open communication environment
Leaders should strive to create an environment where everyone feels comfortable having their voice heard. Maintaining a supportive work environment is essential to a employee mental health. Workers who feel safe and supported can boost productivity and feelings of confidence. This supportive atmosphere should extend to all areas of the workplace, including meetings and face-to-face conversations.
Studies suggest that workers expect open and transparent communication from their leaders. Effective managers communicate with employees in many different ways. This could include listening to any suggestions or concerns, encouraging questions and open comments. Overall, it boils down to how comfortable and supported an employee feels in the office.
7. Identify support systems
Employees need to know where to go for help when they need it. Support systems can take the form of a designated team member or a reliable project management system. Ensuring that these systems are strong and effective can significantly build trust in organizations over time.
A designated human resources member assigned to each team can be a form of direct support. Connect with the community is another way for a business to thrive and make everyone feel supported. This is especially crucial if your team is remote. A company can also use productivity software to seamlessly connect its teams.
Leading by example builds trust
Trust is central to all good relationships inside and outside the workplace. Leaders who consistently cultivate trust in small and big ways are likely to see better results from staff. Companies nurture a more engaged workforce when they care about their employees’ mental health and lead by example. Consistency is also essential to a successful office environment. Trust in leaders takes a big hit when promises are made but not kept.
Managers should not shy away from having difficult conversations and strive to create an environment where everyone feels safe to speak up. In addition, employees who feel supported are more likely to stick with one job for the long term. All of these factors help build a strong foundation of trust that sets a business on the path to success.