5 simple tips for building trust in your team.
1. Trust and Verification.
If there is only one rule that you learn in management, it should be trust and verification. Our role as managers is to first trust our team and employees with the responsibilities that we delegate to them. The second part is to verify that they are doing what we asked them to do. A lot of managers today get this wrong. They feel that when they tell someone to do something their they’re job is done. Unfortunately this type of delegation is just setting your team up for failure. Anytime you have a “trust” issue in your organization look at your verification first. Most likely the hole in your system is here.
2. Choose your words carefully.
Example: “I know you can” instead of “You better or else”. As a manager, when you are having important conversations with your team, make sure you think through the conversation and choose your words carefully. I have a follow-up post coming soon on more examples of phrases to use to communicate your concerns about employee performance in a positive manner.
3.Start with small responsibility and build on it.
Be interested in the behavior you SEE and be less interested in what your team members say. This is very powerful. Everyday you are going to have team members tell you what you want to hear. Early on the relationship, make sure it is clear to them that you hear what they are saying. However, you are more concerned with what type of behavior you see on a regular basis.
4. Obsessively document their behavior.
This ties very close to #3. When talking about a employee’s behavior state the facts, there is nothing more powerful. When the issue happened, what the issue was in detail, what customer or employee it effected, ect… This works well for both positive and negative behavioral issues.
5. More one on one’s.
Build rapport. Praise them for positive behavior and hold them accountable for negative behavior. Do this face to face as much as possible. If you run a service business and your technicians are on the job the majority of the day, it can be difficult to get some face time with them. Make a point to schedule your office time around the time of day that they are going to be at the office. For me, it is either first thing in the morning or later on in the afternoon. These little “power conversations” go a long way in building rapport with my team.
Want more information on this subject? I highly recommend this book.
If you have any tips for building rapport with team members message me or comment below.
If you enjoyed this post, I would be grateful if you helped spread the word by emailing it to a friend or sharing it on LinkedIn, Twitter, or Facebook. Thank you!