According to the Edelman Trust Barometer, only about one in three people have trust for their employer. In fact, the 33,000 employees polled believed they could trust a peer more (67 percent) than the company CEO (49 percent). Why should you care if your employees trust you or not? There are several reasons.
• Employees who believe they can trust their company leadership tend to be more loyal to the cause.
• A lack of trust from employees can signal other trouble spots in the company that can bring it down.
• Poor employee trust and engagement equates to lower productivity and retention rates.
So, now that you have a better idea of why trust matters, what can you do about it? How can you foster more trust and respect and loyalty from your team? Here are a few suggested things to avoid doing as a manager.
Please don’t – Tell them to do something for no reason
When you do this, it sends a message that you think employees aren’t capable of reasoning things out and coming up with solutions for a reason. Employees don’t respond well to receiving barking orders from the boss. Respect employees enough to explain things well, including how what they are doing contributes to the company success. You don’t have to give out all of the company secrets, but explaining the rationale behind your decisions will be appreciated.
Please avoid – Don’t explain company-wide policies or changes
Keeping employees in the dark about things that matter to them is a no-no. This will get you nowhere except a whole lot of suspicions and rumors. Be clear and upfront when there are changes happening. Answer employee questions to the best of your abilities. Explain how these changes may affect employees and why the company made those decisions.
Please watch out – Don’t back employees in public
What many employees are looking for in a manager is someone who can support them in their career growth. If you are dealing with a difficult client, for example, always err on the side of your employees. If there is conflict with an employee, deal with it privately and not in front of peers.
Please just stop – Employee micromanagement
You are not a babysitter, nor are you in a position of leadership so you can be in control over everything. Micromanagement does not work, and it just sets the stage for negative attitudes. Instead, look for the potential in everyone to self-manage. Hold people accountable, but don’t nag them. Be available, but not hovering.