A manager has a tough job: motivate employees, lead by example, create an environment of teamwork and collaboration, all while keeping a finger on the pulse of the company and the pulse of all of your employees. Management can seem like a thankless task, yet it’s the managers at a company who keep the wheels turning smoothly.
Being a great manager all comes down to trust. Here are five proven ways to build trust on your team. Implement these techniques into your daily work habits, and you’re sure to see enhanced productivity, communication, and all around job satisfaction.
Get to Know Your Team
Showing genuine interest in getting to know your employees goes along way towards building trust. Asking an employee how their weekend was or sitting down for lunch together signals that even though you’re steering the ship, you are all in this together. Studies have shown that a big part of job satisfaction comes from fostering positive social connections in the office, which in turns leads to greater productivity.
Beyond scheduling regular individual performance reviews with your employees, good managers make employees feel they can talk to whenever an issue arises. The more transparent and open you can be about the state of the company at large, your department within it, and your roadmap for success, the more likely your employees are to trust you. Research has shown that employees who believe their managers have their best interests at heart are more likely to bring up a potential problem rather than letting it fester or worse, snowball.
Acknowledge Great Work
Give credit where credit is due. There is nothing worse for employee morale than feeling like their efforts and output goes unrecognized, or worse, unnoticed. Taking a few minutes at the end of a meeting to publically recognize a job well done by an employee goes a long way in showing your team that you are committed to the same goals.
Be a Good Diplomat
Don’t play favorites, or else you’re sure to signal to your team that they are not on a level playing field, which breeds resentment. Avoid the potential ego problems that come from favoritism, and treat everyone on your team with respect and equality. By not engaging in favoritism or bad mouthing employees, you signal that you are a manager who means business—not drama.
Be a Team Player
An essential paradox of management is that you are the overseer of your department, but you also need to participate in the day to day operations of your team. Participating in client calls, reports, or other weekly tasks with your employees signals that you’re available, and that you’re a team player. Lessening the perceived distance between your role in the company and theirs—by proving that your goals are one and the same—is a huge factor in trust building.