In a world contaminated by lies, scams, and institutional Enron-type misdirection, trust is a valuable commodity. In both personal and business relationships, it’s an indispensable component in achieving success. This is why retailers give you a no-hassle refund. This is why banks and credit card companies cover the fraud that someone else committed.
Do people trust you? How can you tell?
One of the best indicators is when people contact you out of the blue for advice. They may be familiar friends or random individuals referred by people you know you. Most of the time, they will say something like. “Jane recommend I give you a call. She said you’ve had some experiences with this (issue) and will give me the bottom line.”
The “bottom line” part is just another way of saying the unfiltered, uncensored truth. The person who recommended you is confident in your predictable range of responses or has sufficient trust in your character and motivations to put their reputation on the line with someone they care about. Somewhere along the line, you’ve earned their trust.
As the leader of your business, team members will have to trust you. Being over fifty puts more pressure on you. A young, wild, brilliant computer programmer who happens to own the company can be forgiven. YOU cannot. People expect more from a mature, seasoned professional. Your indiscretions will send them running out of the door.
According to a survey cited by Forbes**, 45% of employees say they do not trust their leaders and that the lack of trust is the biggest issue impacting their work performance. Only 11% of employees feel that managers show consistency between their words and their actions.
Building trust in the workplace begins with the leadership. A study of trust reported in Psychology Today (2012)* concluded that leaders who build trust operate with three basic principles.
- They give trust first.
- They effectively communicate.
- They “authentically show up.”
The article goes on to say that effective leaders understand workplace trust and grow trust in 10 basic ways.
- They are good at what they do. Competence on the job is a “litmus test for believability.”
- They are passionate about their work. Enthusiasm for a goal inspires trust by making actions directed and predictable.
- They operate with self-awareness. They don’t commit what they can’t control or make impossible promises. They don’t fail to own their shortcomings or mistakes. They are careful with their words.
- They care about people around them. They can be counted on to act with compassion.
- They want the best for others around them. They provide appropriate challenges and opportunities.
- They listen. They are able to withhold judgment until the dialog is complete. They embrace differences, thereby facilitating openness.
- They have a robust perspective that goes beyond immediate crises and situations.
- They manage direction and work, but do not micromanage people. They “leave the fun in work by setting direction, not dictating details.”
- They say thank you. They acknowledge contributions and efforts.
- They see beyond themselves. They perceive the workplace as more than their own advancement and work to achieve larger goals.
Building trust can help to retain top talent and improve workplace culture. A high level of trust in the workplace makes for a much more fulfilling and enjoyable work experience that will pay off with improved employee productivity and overall engagement. What are some things that you have done to help build trust in the workplace?