You’re a manager with a new team. How can you build trust and respect from the start?

I am building new Team from different backgrounds, and I have huge challenge on my hand to make everyone in the team to get aligned with what we as a team has to accomplish. We expect each team member comes from different backgrounds and brings unique perspectives. Hence, communicating clearly is very important. We need to make them understand what the company goals are, and as a team, how we contribute to that larger goal, listens their perspective and take their feedback on ongoing projects. In Today's Tech enabled environment, it's not tough to get connected, there are Teams meetings, Zoom, Whatsapp, sharepoint etc. Make them engaged and keep continue to communicate crisply - straight to point.

I found that listening is the most effective tool to creating a team environment. Listening and not being immediately the problem solver, let people speak.

Where I work now ( Japan Company), there was a change in management and this change made me get a promotion as Manager General Affairs Department. Previously for my position was Engineering Specialist. previously in GA itself did not have a supervisor or manager, directly under GM. After I received the promotion, there was one person in the GA team who felt unacceptable because I was considered new to this field. There came the emergence of internal conflicts. I have done treatment, given empathy and freedom of their respective work to them in creativity and improvement, there are even people who consider me incompetent and unworthy to be their manager. So, based on the situation now, kind to give advice & best way solution please..thanks

Building trust and respect from the start as a manager with a new team requires clear communication, active listening, consistency, and leading by example. Establishing open lines of communication, demonstrating integrity, and being transparent about goals and expectations are key. Additionally, showing empathy, valuing each team member's input, and acknowledging their contributions fosters a positive and collaborative work environment. Consistently delivering on promises and providing support when needed further solidifies trust and respect within the team.

Comunique-se abertamente: Esteja disponível para ouvir as preocupa??es e ideias da equipa. Seja transparente: Compartilhe as suas metas, metas da área e planos para o futuro. Crie um plano de ac??o para a equipa atingir estas metas. Alinhe as expectativas: cada membro deve ter bem claro o que é esperado dele/a. Demonstre empatia: Mostre interesse genuíno pelo bem-estar e desenvolvimento da equipa. Reconhe?a suas contribui??es e ofere?a suporte sempre que necessário.

Being a favorite Manager is always not easy, but it is not difficult, for that you need to trust your team, and make your team to trust your decisions. This comes only with how well you manage your team in difficult situations. Showing empathy & Compassion is best way to earn their trust. Most of the veterans thinks that by showing empathy, team may take manager as granted, but I strongly disagree for this. When your Team comes up with different view/perspective, appreciate that efforts, and even consider that view, if you strongly feel that perspective will not work, make them understand why it may not work. Be flexible and give them opportunities to speak up, utilize their skills. Be the first one to celebrate their life events.

Showing kindness, validating others' emotions, and engaging in acts of service and empathy-building activities are important ways to extend compassion to those around us. Cultivating gratitude, empathy, understanding, and compassion has a profound impact on both individuals and society.

In my opinion, any manager who is afraid to delegate a task to his/her team members is not good manager. To confidently delegate the tasks, first you should know what the strengths and weaknesses are of your team, accordingly you must delegate. Once you assign the task, instead of micromanaging them, give them the space and freedom to perform on their own way. Give them confidence that even if they fail, as a manager you will take care, with that in their mind, they definitely perform well, they even improve the process. Enable all resources needed to perform, instead of close follow-ups, empower them to use resources. A free mind always be the creative mind. Celebrate their success with team, small gestures builds trust.

I strongly believe in a friendly working environment. When you address and react promptly to your subordinates when they stuck in something, it gives a huge impact on our team and they tend to respect the manager with the trust that you will give them a supporting hand when they are lagging in any task. Before delegating any work to my team I always try to conduct a creative brief session about the task and that time is open for all the teammates, they can speak, put up their ideas on table, if they are facing any challenges or problems they can openly discuss and they can contribute what they can to finish the task with good outcome. This exercise also, gives them motivation and helps them complete the work easily.

To lead your whole new team, you have to lead by example. - You have to earn their trust by showing your capabilities - show your competence, commitment towards the role. - Be a teacher to teach about the role and guide them how to perform. - Be thorough with all SOPs and company policies, so that they will learn from you. - Never deviate the rules, this will set very bad precedent, and they never respect if you don't adhere to rules - Be Ethics - this definitely earn more trust and respect of your team. Always choose ethical way even if there is shortcut with benefits. - Respect, learn, share, responsible, motivate. - if you ever be wrong, just admit is casually, show them that you are not egoistic, it helps a lot.

Speaking to your new team as a group and making time for one to one chats goes along way, be honest with them listern to any concerns they have and ultimately treat them with respect

“Monkey see, Monkey do. “ It is no secret! I have found great success in providing adequate information for the task at hand followed by the support and understanding of everyone doing the task at hand.

To manage a team and lead them as leader... both comes only with good relationship with team. -Building rapport is crucial, make them open up their professional strengths, and sometimes personal life as well. -Understand their family background, their efforts to reach this level, learn what are their life goals - give them confidence that you will help in achieving their professional goals. -Be a friend rather a strict manager with whom they never share things. -draw a line between professional and personal, and never allow them to over share things which may cause them vulnerable. -Care about them, help them improve their careers. -Stretch them to their limits, this only possible with positive rapport.

Be genuine...with everyone. Clients, Management, Employees, Contractors, the Janitor, the Receptionist, everyone. If you are a considerate and caring person that genuinely cares about fixing a problem or bettering an environment, people will gravitate to you and you will garner support, appreciation and respect. If on the other hand, you fake it or pretend to have an interest but don't really care, it will show and people will very quickly lose interest in you, what you have to say and in time they'll actually actively work against your alleged belief system because they know you don't honestly believe that yourself.

I agree with this, one thing that I have noticed is that my team noticed when I would listen and bring up things that they mentioned in past conversations. Remembering what they mentioned in their desire to develop a skill and making sure that they got their opportunity. Or something as simple as remembering the specific place they mentioned that they were going for vacation and asking how it was upon their return.

I completely agree, I’m a big fan of making sure if your team is doing good, make a good relation with your employee is always better than micro managing your teams. Friendly manager can be a good leader and employees would definitely love to work under their leadership.

Consider developing active listening abilities to grasp nuances in team dynamics. Cultivate empathy to understand diverse perspectives and foster an inclusive environment. Sharpen your problem-solving skills by analyzing root causes and implementing strategic solutions. Embrace adaptability to navigate unexpected challenges and demonstrate resilience. Additionally, hone your conflict resolution skills by implementing effective mediation techniques. Stay informed about team members' strengths and weaknesses to leverage individual skills when addressing complex issues collaboratively. Lastly, continuously invest in your own professional development to stay abreast of evolving management strategies and methodologies.

Giving attention to detail is important at this situation. I prefer listening to both the parties and understand from both perspectives to conclude the issue. Its better to give a positive and constructive feedback from both the sides and solve the matter with ease, which shouldn’t effect any of the employees.

Demonstrating consistency in actions, valuing diverse perspectives, providing constructive feedback, and investing in professional development help solidify trust and respect within a new managerial relationship. Additionally, setting clear expectations, being transparent about decisions, actively listening to team members, and recognizing individual strengths contribute to building trust and respect. Lastly, understanding the job and showcasing the necessary skills not only inspires a team but can also be a direct route to earning respect and trust, particularly in such a polarizing world. This proactive approach not only establishes credibility but also sets a positive tone for collaborative and effective team dynamics from the start.