Trust is the glue that holds any team together. Building trust is tricky and even trickier to maintain.
But, a trustworthy team of colleagues can tackle challenging projects, support one another through difficult times and even navigate sticky interpersonal situations with ease.
Building a culture of trust at your workplace is crucial for top job performance and high productivity. But, how do you build trust within your organization? Here’s how.
Be Honest
Honesty is crucial to any relationship — whether professional or otherwise — but it’s especially important in the workplace. After all, no one is looking to hire someone they can’t trust. That’s why it’s important that you keep your word when it comes to projects, goals, expectations, and everything else in your job description.
If you say you’re going to do something, do it. If you say you’re going to meet a deadline, meet it. If you say you’re going to report back with the results of a project, do so.
If your team doesn’t trust you because they feel you haven’t been truthful in the workplace, it will be difficult for them to trust you with bigger things. Also, be sure to honor any commitments you make to your team. And if you promise to do something and find yourself unable to do so, let your team know.
Let them know why you can’t do what you said and what your plans are for making it up to them. Honoring your commitments, especially early on in your relationship with your team, is a great way to show them you’re trustworthy.
Admit When You’re Wrong
Knowing how to admit when you’re wrong is an important part of building trust with your team. It shows them that you’re willing to be human and that you’re not afraid of being wrong.
It also makes them more likely to come to you when they’re in a sticky situation that they need help navigating. After all, if they feel you’ll shut them down because you’re too proud to admit your mistakes, they’re less likely to come to you for assistance.
If you’re wrong about something, let your team know. Accept your mistake, let them know why you made a mistake, and let them know what you’re going to do to fix things.
Establish Effective Communication
Communication is the lifeblood of any successful business, but it’s important to remember that not all types of communication are created equal. A weekly all-hands meeting might be an important part of your company culture, but it’s not nearly as effective at building a culture of trust as sitting down one-on-one and having a real conversation about what’s going on for each person.
That doesn’t mean you should neglect your all-hands meetings or other weekly communication, but it does mean you should supplement with individual meetings you have with your team members. These meetings don’t have to be formal, but you should have them regularly.
Each meeting should be focused on a different person and designed to address their needs and concerns. This will help you identify issues quickly and effectively and strengthen your relationships with each person on your team.
Be Helpful With Your Team
Offer to help with any project that might benefit from your input. Sit down with anyone who is struggling and offer constructive feedback. This doesn’t mean you have to be the office caretaker; it just means you have to be willing to step up when needed and do your best to help your team members succeed.
If you’re helpful, your team will be more likely to see you as trustworthy. If you’re only helpful to some of them, your team will view you as a partial ally. So, be available to help whenever needed to help in creating a culture of trust at work.
Show Interest Towards Your Staff
Find out what motivates them. Find out what challenges them. Find out what makes them tick.
Once you have a good handle on what makes each person unique, you’ll be able to work with them more effectively. You’ll be able to offer them advice tailored to their needs and better understand how to support them when they’re struggling.
This doesn’t mean you have to ask them a bunch of personal questions; it just means you have to be attentive to them.
Give Recognition
Make sure that you give your team the real time recognition they deserve. Tell them when they’ve done a good job and offer praise where praise is due.
Let them know when they’ve gone above and beyond or when they’ve done something impressive. Not only does recognition reinforce good behavior, but it also shows your team that you appreciate them.
When you appreciate your team, they’re more likely to trust you. You don’t have to go overboard with recognition — just a quick “thank you” after a project is done or an extra pat on the back at the end of the day is enough.
Watch Your Reactions
When you get stressed out, annoyed, or angry, notice what’s happening inside you. Keep an eye on the thoughts running through your head, and pay attention to how you feel.
The more you understand yourself, the more you’re able to recognize your triggers and predict how you might react in certain situations. That way, you’ll be better equipped to respond appropriately and calmly.
And that doesn’t mean you should start bottling up your feelings. By acknowledging that you’re feeling angry or resentful, for example, you can take steps to defuse the situation or find a healthy way to express yourself. Don’t snap at someone who’s only trying to help.
Mindfulness can also help you develop a healthier relationship with stress and anxiety. The more aware you are of how those feelings affect you, the easier it will be to recognize them early on and take steps toward coping with them in a positive way.
Start Building a Culture of Trust
Trust is essential to any workplace culture, but it can be difficult to establish. It’s a process, and it requires patience. But, implementing these tips will help create a culture of trust in the workplace.
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