We are always taught that we have to first earn someone’s trust. That in order to gain responsibility we need to prove our ‘trustworthyness’ to those above; from an early age our teachers and then predominately, employers. But trust is a two way street. Great leaders enjoy the trust of their teams and in return bring out the very best in them. But as managers, how do we build that trust, what are the secrets? We canvassed successful managers and collated a top ten list of ways you can build trust with your team.

———-

1. SHOW THEM THE PLAN

Knowing the bigger picture helps your team members understand the importance of their contribution and how it fits into ‘the grand plan’. Without it employees can only guess about final outcomes, and your relationship with them becomes very transactional at best, and fraught with stress and disillusionment at worst.

2. DELEGATE!

When you delegate a task or a project you need to rely on each other, creating an important circle of trust. If you’re a micro-manager (and most of us are to some degree), pick a low risk task to start and then build up from there. But once you’ve delegated a project, remember the age old advice… leave them alone to do it! You can always schedule a review at the end. If it’s successful build on it, if not question why and start again. But for all concerned your trust investment will reap dividends.

As an additional note, by delegating you’ll be better able to identify future leaders within your team, giving you the opportunity to mentor, and further develop their skills. Industry heavyweights and thought leaders Mirvac include this as a fundamental part of their Intern Program for ‘developing young people into future leaders’.

3. SET CLEAR EXPECTATIONS

Being clear in your expectations ensures that all concerned understand what’s required of them. Without it you can lead your team into a spiral of disappointment and confusion, severely eroding trust along the way. The success of any team is dependent on them being able to meet and hopefully surpass expectations… which is impossible unless you know what they are!

4. CATCHUP REGULARLY

Communication is the key to any successful relationship, one on one and within teams. A regular, scheduled catchup allows for the opportunity to give and receive feedback (yes receive) and better align individuals with team objectives. It’s imperative to create an environment where team members can give feedback on a wide range of topic, including your own performance. Which leads to our next tip…

5. ACTIVELY LISTEN

It’s one thing to create an environment where team members can speak freely, it’s whole different enchilada letting them know they’ve been heard. The ability to actively listen creates strong social connection and is one of the main ways build a deep sense of trust. Here’s a great approach you can use in your catch-up meetings, ask open-ended questions … ones that start with how, what and why. Richard Branson regards the ability to actively listen as one of his top three leadership principles.

6. BE HONEST & BE CONSISTENT WITH IT

Even when the truth is painful, honesty is the best policy. It has been proven in many studies, that by embracing an open and honest approach organisations enjoy increased productivity and performance. Giving credit when it’s due and admitting when mistakes have been made, both help create a sense of trust. Not all news is good news, but teams work better together in an honest and open environment rather than one that is secretive and guarded. Honesty helps builds respect and gives a solid foundation to work from.

Here’s a word thrown around a lot. Integrity. But you can only build integrity by being as good as your word. All of the time. It’s this consistent approach to honesty and being a ‘straight shooter’, which build trust and respect, and allows teams to thrive.

7. ACKNOWLEDGE EXCELLENT WORK

From an early age we are programmed to seek validation of our efforts from those above, and as we move through our careers we still hope to be acknowledged for a job well-done. When a team member achieves success, acknowledging them lifts everyone up.

8. BE AS OPEN AS YOUR DOOR

As a manager, being open about yourself is important when developing a successful team environment. Creating social connection helps build two way trust with your team and can be achieved in many ways; from corporate events through to shared social experiences. An open door policy is important. Your team needs to understand they can come to you and trust you to listen and help if required.

Senior Capstone Recruitment Specialist Charlie Wright is a big believer that having an open door policy is an important factor in building trust.

“Take the time to learn about your employees and what is important to them in their personal lives. Let them know they can come to you whenever they want, it will make those difficult conversations much easier and will ensure things are spoken about initially before they build up.”

9. WORKING TO THEIR STRENGTHS

If you’ve implemented most of the above tips, then you’ll be aware of each team member’s strengths, and what sort of projects they love and what they don’t. By playing to these strengths and preferences, especially when delegating projects, team members will be better engaged, work harder and will care more about their work.

10. LEAD BY EXAMPLE

“Most people will want to work hard for a manager who they see working hard. Never expect your employees to do something that you wouldn’t do.”

This is the advice that Charlie Wright gives to managers that he represents. Do you inspire people to follow your lead? If the answer is no, consider revaluating your current formula. Are you leveling up your leadership skills to the best of your ability?

EPILOGUE – RESPECT & TRUST YOUR EMPLOYEES

Andrew Phillips, Director of Construction & Development at Capstone has the final word, here’s his advice;

“I would say the manager displaying trust in their team first is the best way they can enjoy the same in return. Don’t micro-manage and give them enough space to do their job and they will do it well. If they have a personal leave day, let it pass without asking too many questions. Display trust if they are working remotely or need to leave early, they will generally be happier and for that will repay in kind the trust you give them.”