How to Establish Trust With Your Team
Building a strong team and establishing trust within that team is one of the most critical components of leadership. Building trust takes time, energy, and consistency and is required for having an engaged team that is loyal and effective. I have put together a list of things you can do to bring a level of trust into your organization that will serve both you and your team well.
Let your team know your expectations upfront. What is your vision for the team? What does success look like for them individually and as a team? How will this be measured and communicated to them?
This is one of those things that might seem obvious, but it can get lost in the process. Being open about expectations and measuring them will save you and your team a headache later. Allow them to grow into the position with a firm foundation built on clear expectations and open communication.
Follow through on what you say you will do and hold yourself and others accountable.
Being true to your word will not only create an element of respect within your team, it also fosters trust. Your team knows that they can count on you to follow through. Encourage them to personally practice this skill so that trust and accountability are upheld by all team members.
Ask for feedback with an anonymous engagement survey that can help identify issues within the team.
If you are feeling like there are some underlying issues that need to be addressed, give your team the opportunity to share their input and feedback anonymously. It will help them feel heard without having to name names, including their own. You can always encourage them within the survey to book an appointment with you to discuss any issues to keep that open and honest line of communication going, but understand that not every team member will take you up on that offer. Having the door open for that kind of conversation will assist in building a foundation of trust within your organization.
Get to know your team members individually and show a genuine interest in them.
Make sure it’s not all work all the time. Create the space for your team to be themselves and interact in an environment that doesn’t just discuss work matters. Whether it is an in-office breakfast or an after-work happy hour, dedicate space and time to non-work-related activities.
Invest in your team’s professional development.
Being a good team leader starts with taking a genuine interest in each team member’s personal and professional development. Get to know their goals and how they want to grow within the organization. Take it a step further and help them get there. Whether it’s by sending them to a conference, helping them pursue a promotion, or sending them webinar learning opportunities, being involved in their professional development is only going to further the feeling of mutual trust and produce a better work product as a result.
Be transparent and share anything you are able to share with them, good and bad.
Offering this level of transparency to your team will help them feel like you trust them. As a result, they will trust you. A trustworthy leader is one that is willing to work through the highs and the lows. Don’t feel that you have to keep things from your team.
Communicate regularly and provide feedback.
Having team meetings on a regular basis builds trust and keeps your team up to date on changes and the status of the company. It is also imperative to provide regular feedback to your team members on their performance. High-performing people need to know if they are meeting expectations and want to know what they are doing well along with opportunities to improve and grow.
The more interactions you have with your team, the more comfortable they will be with you as a leader. While there is a time and a place for being a little more hands-off, stay committed to regular meetings so your team can know what to expect of you and when you will be available to them.
Be ok with people making mistakes. Having a safe environment to learn and grow is important for team members to feel comfortable taking risks.
Everyone makes mistakes, no matter what your job title might be. When you create a system for recovering from mistakes that encourages healthy, informed risk-taking, you create a learning environment where your team feels safe to try new things and that produces growth.
Give your team members autonomy. Micromanagement is the quickest way to lose the respect of your team. Micromanaging shows team members that they are not trusted.
While being involved and having the opportunity for open, honest communication is a good thing, too much of it can feel like micro-management to your team. Give them their space and let them know that you trust their work efforts.
Celebrate successes and share genuine recognition with the team.
Feedback should be specific and timely. Understand how each of your individual team members feels valued. Not everyone likes to be recognized publicly. Be sure that the recognition you give them is considered a true reward to the individual rather than a punishment. Showing your team that you recognize and value their contributions to the organization’s success will create trusting and loyal employees.
