The level of trust between managers and employees can make or break a functional and effective working relationship. When your employees don’t trust you, and when you don’t trust them, job performance is directly affected. In a recent study conducted by the American Psychological Association (APA), it was reported that roughly 52% of the surveyed employees stated that their organizations make them feel valued and appreciated. Employees who feel valued are more motivated to perform at their best and to help build the success of your organization.
How do we get there? Don’t micromanage. Trust your employees to do their job and give them the opportunities to prove themselves. Sometimes, that seems to be easier said than done. As managers, it is our duty to be proactive and to create an environment in which trust is a clear priority. Some key ways to illustrate this value are:
Skip the Lecture
Managers often, unintentionally, fall into the trap of lecturing their employees when communicating expectations. Employees often perceive lectures as an implication that you do not have faith in their skills and abilities. Additionally, this can cause employees to lose faith in themselves and can cause them to become defensive. Even with good intentions, lectures can convey a negative message. Consider using reflective questions that encourage their participation and engagement in their own performance.
Learn to Listen
Valuing the opinions and feedback of others is an ability and opportunity managers have to effectively communicate and influence their employees. When you learn to listen to your employees, they will feel that their opinions matter and they are not being judged. Inserting your opinion into every conversation can lead to employee’s shutting down, causes them to loose confidence, and discourages open communication. Listen before you talk and when you feel the temptation to interrupt, consider the effectiveness and the potential negative outcomes.
“I Can Do it On My Own”
The “If I want something done right…” mindset is critically detrimental to a trusting workplace. Delegation is key to building trust. Growth is a part of the journey to success. Give your employees the chance to explore their professional development; not doing so implies that you don’t have faith in them. Treat them as responsible and capable individuals, and focus on progress rather than perfection.
By creating an environment that values trust and appreciation, your employees will feel valued and appreciated, which in turn will lead to greater productivity. By using these key strategies, you can help create a workplace that embodies and fosters individuality, creativity, and honesty