Pivotal to building Trust is the quality of the relationship between a manager and their team – and that is down to mutual Trust and Respect.
In other words, a manager needs to trust and respect their staff and give clear indication that information provided by them is valuable : and staff need to trust and respect their manager and be confident that something will be done with any information provided. But that’s not always the case.
It is said that the easiest way to create Trust is to ‘do what you said you were going to do’ (or does that just make you reliable?). For a manager, Trust relies on 3 things:
Sometimes events conspire and hard-won Trust can be lost. The good news is that Trust can always be repaired and the fastest way is by building Connections, establishing Credibility and being Consistent in all interactions with the team.
When looking for harmonious ways of managing groups of people, a good metaphor to consider is the human body, which relies on billions of cells all working together. A Cell does three things:
In the business world, GROWTH is well attended to. People learn more and advance their professional status. Staff hone their skills and gain promotion. Businesses expand and flourish.
SUSTAINABILITY is a key focus nowadays with Well-Being and Staff Support high up on the agenda for most employers.
But the seismic shift is in CONTRIBUTION.
The old way: “There is a huge amount of goodwill in our workforce and I doubt there’s a single member of staff who wouldn’t do anything to improve service delivery.”
The new way: “There is a huge amount of goodwill in our workforce and staff Contribute by delivering to their best and by noticing things which could improve service delivery.”
This is the fastest way to enhance and reinforcing a TRUST CULTURE.