I posted the original version of this post almost a year ago. Obviously, a lot has changed since then, and in the business world the last 6 weeks have felt a year long to most of us. I felt there was a need to update this and re-post. Given the fact that trust in our teams is more needed than ever in the work from home world.
Speedy decisions and constant change have become the norm during the reality that is now. Leaders are being challenged daily with the ability to not only deliver a quality product, but to also support their teams through what most are saying is the most challenging time in business history. Leaders that can build trust with both their employees and their customers throughout this time, are going to see those efforts pay off. The rules have changed, and the bullseye is moving, pretty much, daily. The question becomes… are you going to lead from the front in this situation? Or are you going to lag a little behind and follow?
In order to stay in the lead, or in order to get in the lead you need to have a strategy. That strategy likely involves changes, and it also likely has many moving parts, both of these things require trust. If you don’t have a team of people you trust how do you move a project forward? If your people don’t trust you, how do you get them onboard with changes?
This factor for trust is so limiting that it is critical to ensure you have a plan with your leaders, or with yourself on what you do to create an environment and a culture that fosters trust. Only then will you be able to get farther ahead.
Here are 5 techniques I use to build trust with my workplace relationships (they can also work with all relationships… the great thing about trust- its universally needed!).
Communicate, Communicate, Communicate
I have added this 5th approach and made it the first strategy, because right now, I believe this is the ONE MOST CRITICAL THING YOU NEED TO DO! You need to communicate often and you need to communicate clearly. This may mean you are communicating that right now you don’t know. It may mean you are communicating that you have nothing to communicate. However, people are scared, anxious and looking for answers. The right strategy in the current state is more information then less, and recognizing that if people have a gap in the communication then they will fill that gap with their own stories. In the current state- those stories will likely be negative and not positive. Trust is built on the backs of communication. Remember this.
Do what you say you will
This is the simplest way I believe you can create trust. If you say you will do something, do it. Without being reminded. People are more likely to forgive error then they are to forgive incompletion. Knowing this, create a system for yourself (or let me help you do it) so that you can ensure the simplest things are followed through on. This will go farther then you likely expect!
Give people a chance to show you what they can do!
Too often leaders (and parents) don’t give people the opportunity to demonstrate how amazing they are. When you micro-manage a project, or you only delegate limited tasks, you limit the chance for people to show you how amazing they are. If you don’t give people the opportunity to take on something of importance and value (once they have earned the privilege) then they will feel like you don’t trust them. This level of empowerment needs to be laid out in a way that breeds success, but that also demonstrates a level of risk as well. In the current state, trusting that people are doing their best from home will go a long way. Creating too many “check ins” will make people feel you don’t trust them.
Be consistent
With trust, consistency is key. People need to know what to expect in order to be able to execute with confidence. If one day an action or behaviour generates one response and another day it generates a different response, how is trust to be built? This is one of the most important things a leader can do, act consistently and act with intention. Reaction is the nemesis of trust.
Be on their side
One of the easiest ways that we can build trust it to build an emotional connection with employees that allows them to see we are on their side! This is super important with the youngest workers. They have an innate need of feeling safe in order to help create a culture for their success. I suggest you show people you are on their side, by allowing them an opportunity to share what they feel regularly at meetings, creating a safe space for them to provide you with feedback, and also by understanding what is important to them in their lives (and helping them get it). I have created a tool to help you with this. Reach out and I can send it to you!
Creating trust needs to be built into every person’s development plan, but it also needs to be an intentional operational decision as to what trust looks like in your workplace and how will it be strategically attained.
I would love to support you in your trust culture, reach out anytime!
Melissa Maloney is the founder of Happy Leader Enterprises; a consulting firm committed to helping your organization impact its culture through efficiency, effectiveness and engagement. Check out more posts and resources at www.happyleader.ca
