9 Keys to Building Trust that Boosts Productivity

Have you ever seen employees who were enthusiastic about their organization? Have you ever observed staff who continually raved about their boss with a genuine sense of admiration? Did you ever wonder what those organizations or leaders did to build such an unwavering and dedicated workforce?

The leaders in those organizations understood the concept of developing trust in the workplace. Trust is an obscure currency that leaders use to initiate a transaction with employees.

What is that transaction, you might ask? The concept of work is simply an exchange between a leader and their employees. As a result, it’s important to understand the needs of each party in this exchange.  As a manager, your main concern may relate to innovation and productivity, but the concerns of your staff members are quite different.

From the perspective of your employees, their concerns will most likely relate to such intangible factors as the level of managerial support they receive, whether or not they feel valued as a team member, or the sense of community in the department. As a leader, if you can genuinely supply the needs that your employees seek, then you will indirectly achieve your desired objective in the transaction.

As a new manager it is crucial that you inspire trust if you want to achieve your goals and build a healthy thriving team. The list below represents “keys” that you can begin to implement immediately in order to begin building (or repairing) trust in your department.

1. Make employees’ concerns a priority. Every employee should have a “voice” in the department. If you place a priority on their concerns, then they will place a priority on what is important to you. Valued employees produce valuable results.
2. Exhibit fairness at all times. Productivity will be severely damaged if any employee feels a sense of inequality in the workplace. Carefully ensure that all employees abide by the same standards, guidelines, and processes. This concept becomes especially important in situations where you supervise close friends or relatives.
3. Listen objectively. It is important that you listen to the concerns of each employee. Now, you don’t have to like or agree with every idea shared, but it’s important to have a platform for your staff members to share those ideas without feeling that their suggestions will be ignored.
4. Apologize sincerely. Be transparent and admit you were wrong or apologize as needed. Employees will respect your transparency as opposed to viewing your admission as a sign of leadership weakness.
5. Never make unreasonable requests. Never ask your staff members to do anything that you are unwilling to do. Unreasonable requests will cause frustration and reduce morale.

Be Prepared. Preparation in this sense has to do with valuing your employees and less to do with your organizing skills. When you are prepared for meetings, discussions, presentations, and so forth, it reinforces to your employees that you value them and their time.

6. Uphold confidentiality. Never discuss private employee matters with other staff or managers. Sharing confidential information with others is the quickest way to destroy trust and bring productivity to a halt. Some situations could arise where confidential information may need to be shared with the Human Resources Manager, though.
7. Keep your word. This concept is simple. Do what you said you would do. Never make promises that you can’t (or don’t intend) to keep.
8. Encourage often. It’s important to encourage your team on a regular basis for major or minor accomplishments. Don’t be the type of leader who only communicates when there is a need to distribute unfavorable information.

What would you add to this list? Share your comments below. Also, if you enjoyed this post, share it with your community using the social media icons found on this page.