You can be the smartest person in the room. But if your team members don’t trust you, then they’re not going to follow you very far. As a new manager, though, building trust can seem like a tall order. Where do you begin? Start with these tips:
Remember, actions speak louder than words.
If you chide an employee for being late to a meeting, then are constantly late yourself, you’re sending disparate messages to your staff. As a result, they won’t put much weight into what you say. That’s why it’s important to always lead by example, showcasing the behavior and attitudes you expect from your team members.
Create clear goals and expectations.
When you tell employees to do one thing one day, then demand that they change course the next, it creates confusion, uncertainty, and doubt on your team. That’s why it’s so important to make sure every staff member understands their individual goals, as well as the team-wide ones.
To communicate goals when you’re first starting out, schedule private meetings with each of your employees and talk to them about what you expect in both the short and long-term. Also, get specific about department-wide goals during team meetings.
Be available and open when it comes to communication.
Open dialogue is a good thing, even when you don’t always agree with what’s being said. But when you promote a culture of open communication on your team, your people will be more likely to come to you when issues arise. Likewise, they’ll be more likely to share their ideas for new innovations and how to accomplish company goals.
Get to know your people.
You don’t need to become best friends with your employees. But if you want to build relationships with each one – and a more trusting culture – then you need to get to know them on a more personal level, beyond just being their boss. Not only will this help you forge stronger ties with them, but it will give you some insight into what motivates your people.
Don’t blame, do give credit.
Mistakes happen. But when something goes wrong – and you automatically point fingers – you’re lowering morale and creating a negative atmosphere on your team. Instead, acknowledge where things went wrong and work together toward a solution. And when a team member does something well or goes above and beyond, make sure to give credit where it’s due.
Building a team – and a culture of trust – for a new manager can certainly be an uphill battle and it takes a while to get there. But when you follow the tips above and keep at it, your people will eventually come around and see that you have their best interest at heart.
If part of your team-building efforts includes hiring, let the experts at Kingwood Personnel help. As one of North Houston’s leading staffing agencies, we know where to look to find the high-quality talent you need. Contact us today to get started or learn more.