Workplaces of the past operated under the assumption that in order to achieve success, they needed to maintain a clear line of division between workers and leaders. The boss-worker dynamic was purely transactional. The leader assigned the work, and the employee completed the work—and that was the extent of their interaction.
But in the last few decades, we’ve seen a notable shift in focus. Businesses have begun to recognize the value of a relationship-driven workplace and start placing more emphasis on building engagement and trust with employees.
This might be due to the fact that recent research shows that engaged employees achieve 18% higher productivity and 23% higher profitability. Despite this, only about 33% of employees are engaged and what’s worse, only 21% of U.S. employees say they strongly agree that they trust their leaders.
Building trust can be challenging nowadays, but with the right strategies, modern leaders can create the kind of connections that will drive success for years to come.
Why Is Employee Trust So Important?
Trust is not only the foundation of every strong working relationship but it’s also the crucial component that ensures those relationships are able to drive a deeply positive impact for an entire organization’s day-to-day operations.
We see leaders who have built trust with their employees often report:
- Increased engagement, motivation and productivity
- Stronger performance, communication and collaboration
- Improved morale and workplace environment
- Boosted retention, employee satisfaction and organizational loyalty
- Decreased conflict and resistance to change
With employee trust, leaders can become drivers of excellence, improving operations on nearly every front. From building high-performing teams to fostering an empowering company culture, garnering trust with employees can cause a ripple effect that has the power to transform the entire organization from the inside out.
What Does Employee Trust Look Like?
Trust isn’t always apparent, but employees who trust their leader often show a few tell-tale signs. For example, a trusting employee is more likely to be:
· Proactive
Actively involved in their role. Taking ownership over their tasks. Showing initiative. Interested in taking on more responsibilities or exploring other projects
· Highly Communicative
Expressive. Curious. Engaged. Participating in meetings. Offering suggestions. Posing thoughtful questions. Eager to share thoughts and ideas
· Transparent
Honest. Forthright with mistakes. Providing regular updates. Upfront about issues, blockers or concerns. Open to giving and receiving feedback
· Adaptive
Flexible. Open-minded. Solution-oriented. Focused on learning and improvement. Willing to adjust behavior based on constructive criticism
· Collaborative
Helpful. Considerate. Cooperative. Committed to being a team-player. Contributor to team success. Actively listening to others. Sharing resources
· Supportive
Dedicated. Loyal. Encouraging. Respectful to their leader and team. Providing full support for change initiatives. Offering assistance as needed
Trust can look different on everyone, but more often than not, if an employee doesn’t tell you directly that they trust you, you can look to their actions to get an idea of where they stand.
Four Strategies to Build Trust With Employees
It takes more than just time to build trust with someone; it takes intentional effort. Some strategies leaders can use to deliberately and effectively build trust with employees include:
1. Create a Culture of Trust
As a leader, you set the precedent for the relationships you have with your employees. Let trust be at the center of every interaction. Show them that you aren’t just trustworthy, you’re trusting. Remember, trust begets trust. It’s reciprocal by nature. If your employees know you trust them, they’ll be more likely to trust you back.
2. Be a Leader They Can Rely on
Your employees look to you for guidance, so rise to their expectations. If they come to you with a challenge they’re struggling with, sit down with them to find a solution. If they have concerns, hear them out. Making yourself approachable, available and dependable can open the door to trust more easily than almost anything else.
3. Ask for (and Act on) Feedback
It’s important that employees know that their voices will be heard, so encourage them to share their feedback with you. What’s more, be willing to incorporate their suggestions into your approach. Showing your employees that you value their input and are invested in creating work environment that accommodates their needs can signal to your employees that you have their best interests at heart.
4. Show Your Appreciation
No workplace can be truly efficient without the power of people, so let your people know just how much you appreciate them. Acknowledge the effort your employees put in every day. Celebrate any wins that’ve come from their diligent work. Remind them frequently how grateful you are for their valuable contributions to the team’s success. Employee recognition has shown to go a long way in building trust.
Keep in mind that these strategies are only effective if they’re done repeatedly over time. Be committed to putting in intentional effort long-term if you want to see results. If you incorporate these strategies into your approach day-in and day-out, you can rest assured you’ll be able to build trust with your entire team in no time.
Start Building Trust With Your Employees With CLS
Take the first step towards building more trusting relationships with your employees by enrolling in our course, Building Trust. You’ll learn the tried-and-true methods for building trust that will last.