Contrary to what most people believe, trust is not some soft, illusive quality that you either have or you don't; rather, trust is a pragmatic, tangible, actionable asset that you can create." – Stephen M.R. Covey.
We are at the peak when the only factor that can enhance our personal relations and professional connections is trust. Yes, the pandemic has introduced us to a new world of possibilities where we can get things done from the comforts of our homes. And some of us are likely to continue remote working or may shift to hybrid working post-pandemic effects. But hand in hand are creeping many unresolved conflicts, incomplete communication, poor bonding, and feeble sharing. In a workplace, especially when you take on as a new leader or join a new team, how can you ensure you walk equally with the temperament of your team members? What can you do to gain the trust of your new team?
While we will check out some of the super accessible tips to help you gain the trust of your new team, we must first understand why it is so important. One of the key strategies of team building is imbibing trust among the team members. Again, the process has to be natural. It is a two-way thing. What you practice and preach is what they reciprocate. Building trust will motivate team members to readily help others, set their best foot forward, and embrace differences. It is how they begin creating a great company culture of positivity. What's more winning is, during challenging times, trust will ensure members get continuous support from each other.
The company structure already establishes a process to communicate with your team about their responsibilities. But what's more impactful is employing techniques during induction to let members open up. Decode the several nodes to handle your team effectively. You must also mandate meeting up face to face at least once a month with your new team over and above the virtual sessions. Innovate ideas for team-building activities, impose an inclusive project so that you can gain the trust of your new team, enabling them to believe in each other over time.
We all appreciate that friend who keeps our secrets without spilling the beans in front of everyone. Keeping your words and building a circle of safety drives your team to look up to you and approach you every time things fall out of place. They trust your instincts as they feel you care about them. Also, many reticent members easily open up to you; the communication push builds unity, and teams perform excellently in their duties.
When you ask yourself which boss you like better, the one who criticizes you or the one who uplifts you? What is your answer? Of course, the second category. Everyone expects appreciation for things they do right, and once they get it, they aim to become better. When your new team members do a good job, leave them a congratulatory mail or call them up. You must keep a work meeting, bring their success stories, and share positive notes. This way, you can gain your team's trust and encourage other members to perform better. It is how managers can keep workers happy and motivated.
The team must see what's happening in the firm and how they are adding value. You must encourage them to open up about the challenges they face, their successes, and their failures. To err is human. So do not hide if anything goes wrong from your end too. Being transparent and honest with your team guarantees life-long trust among all. Embrace disagreements while remaining supportive and welcome ideas from the team. Ensure the firm's vision, targets, timelines, and work processes are lucid and unambiguous. When you show you care, your efforts will help you gain the trust of your new team.
In the bigger structure of an organization, it is obvious for things to go wrong. But you must be ready to face the consequences. Take the blame on yourself when uncertainty slithers in. It is an unfavorable situation and may seem heavy for a while, but when you ensure your team feels safe around you, they will ensure that mistake doesn't happen again. It is one of the inherent qualities of leadership to share credits and take the blame on themselves for the bright future of the team and the firm.
Understanding your team is of utmost importance because their efforts help the firm achieve its goals and objectives. They help create a work culture that evolves over time and helps new joiners understand its structure better. Always learn to be available to your team, become an active listener, understand their grievances, and assist them in overcoming those. You can gain the trust of your new team when you calmly listen to them and deeply analyze their perspectives.
When you don't know something, admit that to your team. It may seem that the team members will laugh at you or talk behind you, but a team that works together understands that things are not always in our control. So by being vulnerable, you help them open up and share their doubts. Leaders should do collaboration, take expert opinions or ask teams to help when they can't decipher the working code themselves.
Do not demand trust just because you deserve it or that you have more power. Learn to see the perspective of each member, walk in their shoes and empathize with them for their situation. Once you bend down to their level, show them that you are a part of the team, and respect their differences, you will draw them closer. When you do that, you unite them to a greater purpose. That unity further works for you, and you gain the trust of your new team.
Trust is a small term but can create magic in unfortunate times. Imagine if the Walmart team had not trusted its founder Sam Walton when things went wrong every time, it would not be where it is today.
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A believer of good things and pursuer of diverse avocation, she is a fiction lover and a simple writer. Supriti has a number of professions to her list and she feels challenges are the only answers to failures.