Here's how you can rebuild trust within a team.

Acknowledging the damage, harm or disrespect caused by the breach(es)/breakdown of trust is as important as acknowledging what led to it. At this stage, it is critical that feelings be expressed. Since psychological safety is necessary for people to open up, it is ideal to have a neutral party who can effectively facilitate the sharing of perspectives of all those involved. The indigenous tradition of Talking Circles is a popular way of creating a space where deep acknowledgement can occur. This approach requires that all participants be seated in a circle and an object be held by the first speaker. Once finished, the object is passed to the next speaker in a clockwise direction and so on. Others are expected to listen respectfully.

Acredito que a melhor forma de estabelecer confian?a na equipe é demonstrando nas a??es diárias que eles tem essa abertura, e que quando necessário poderá recorrer ao outro. Isso pode ser construído nas pequenas a??es diárias como falar claramente e com transparência sempre, ter empatia e parceria, e praticar a escuta ativa, porém mais importante do que ouvir é como se reage ao ouvir, é importante construir um espa?o saudável onde todos tenham a confian?a em falar sem que haja julgamentos ou repress?es.

Rebuilding trust in a team requires consistent effort and transparency. Start by acknowledging any past issues and taking responsibility where appropriate. Communicate openly and honestly, sharing information and keeping team members informed. Follow through on commitments to demonstrate reliability and integrity. Encourage an environment where feedback is welcomed and addressed constructively. Foster collaboration by involving team members in decision-making processes and valuing their input. Lastly, recognize and celebrate team achievements to reinforce a sense of unity and mutual respect.

In my opinion, Implement changes based on team feedback to prevent future issues. Ensure clarity and involvement of the team for successful implementation and improved performance.

Go through the uncomfortable in-between phase with patience... There's nothing worse than experiencing a conflict that lead to a loss of trust, and then pretending everything is fine. It takes time to rebuild trust and a relationship. Allow yourself to be a bit awkward at first, focusing on your shared goals, and gradually that ease in the relationship can return (one awkward conversation at a time)

The key to maintaining accountability in your team is communicating clear feedback to them on a recurring basis. Sometimes they won't realize they crossed a professional boundary unless you point this out to them. Same thing if they are underperforming. It could be that they don't have a comprehensive understanding of the duties of their role. So communicate it through feedback. If you communicate your feedback and they continue to demonstrate the same issue once, twice, thrice... then you have a bigger issue that needs to be addressed in a different way. Which is, still, accountability. Accountability also includes recognizing when an employee performs well, or goes above and beyond. We shouldn't forget this part of accountability.

Para reconstruir la confianza debes ser sincero primero contigo mismo y aceptar si te equivocaste según sea el caso. Sin embargo, después de esto debes actuar para que no vuelva a pasar y mejorar los procesos para disminuir las fricciones con tu equipo.