Top Tips to Build Trust in the Workplace
Do your actions build trust in your workplace? Do you always keep your promises? Is what you say and what you do always aligned?
A recent article in Recruiter magazine revealed trust as the key to candidate engagement. Having recently touched on the importance of creating a culture where staff are valued , this week I’d like to address the issue of successfully engaging employees through trust in the work place.
Just like our personal relationships, professional relations are also based on trust and respect. Many experts agree that trust is perhaps the most important element of a harmonious and efficient work environment.
So how can you build trust in the workforce, and how can you avoid losing it?
Creating trust in the workforce doesn’t just happen. It is an intentional and deliberate process that involves time and planning. And it starts at the very top – truth and trust can only exist if management sets the example and then builds that example into every department.
Here are some excellent tips for managers to help build trust in the workplace:
Consistency & Integrity
Nothing is more confusing than contradictions and inconsistent communication. Integrity means, among other things, keeping promises and always telling the truth. Believing in an organisation is the foundation of trust in any company.
Those who are only in it for themselves, especially in a team environment, quickly lose the respect and trust of others. When employees feel everyone is pulling together to accomplish a shared vision, rather than a series of personal agendas, trust develops.
Never make promises you do not intend to keep. This is possibly one of the greatest causes of lack of trust in a workplace. Employees want to be sure your word is your honour, and you should communicate at once if you cannot keep an agreement. It is your reliability by which people will judge how far to extend their trust in the workplace.
Communication is important as it is the heart of information and developing truth in the workplace. When communication channels shut down, rumours start and misinformation is believed to be real. By then, the truth is often too late as you have lost the respect of your employees.
Whether it’s the newest member of the team, a part-timer or an intern – by making your staff feel part of the team, trust is established. This begins with management getting out and meeting their employees, seeking opinions and ideas, knowing the names of their staff and treating everyone with genuine respect.
Employees will trust a manager or leader who is committed to them as individuals and to the success of the team. Managers often lead by example, and a strong sense of commitment can be contagious.
As a manager, it is unfair to complain or criticise without offering a solution as well. Employees trust your intellectual proficiency and without providing logical reasoning or suggesting improvements, they will not be able to trust you. Tell them how you have evaluated their work, and offer advice, opinion and suggestions.
By building trust within your organisation, you can determine the quality of relationships between people. Whilst you cannot always manage trust, there is no reason why you can’t act in ways that endorse trust within your company.
Do you walk your talk? Share your tips on how you successfully engage candidates through trust within your organisation.