How can you create trust with your employees before giving feedback?

Construir confianza y una buena relación con mis colaboradores es básico y es mi primer paso. Esto significa tomarme el tiempo necesario para conocerlos, mostrar genuino interés en ellos y en sus vidas y crear un ambiente de confianza y respeto. Esta base sólida facilita cualquier conversación futura, incluida por supuesto la retroalimentación.

Trust is not something that can be developed overnight. It has to involve a time and energy commitment that shows your authentic investment in your team. This commitment can be shown through transparency, consistency, and leading by example. If you want your team members to trust you, you in turn must also trust them and prove yourself to be trustworthy. Trust often takes years to develop but can be destroyed in a matter of minutes. Be mindful and aware of the gift it is to be trusted and don’t mistreat it.

Trust is not something which can be built overnight and it should not be worked upon for a purpose. The intent of any leader from the get go needs to be the development of their people. Any leader who has this very clear goal insight will automatically do things which align with this goal and as a result, their actions will overtime prove to be beneficial for the team. This will foster trust and even when such a leader is giving critical feedback, the team member will be more likely to take it positively.

To me, transparency first. Transparency leads to honesty. Honesty leads to trust. Transparency as a human is what most humans want in every aspect of their lives. This does not me you have to love, or even like each other. Just be open.

Implement a policy of transparent communication within your team. Share relevant information about company goals, strategies, and decisions openly and honestly.

Al momento de estar en la reunión con cada uno de ellos en lo individual, me aseguro de estar realmente presente en las conversaciones, prestando atención a lo que me dicen y mostrando empatía. Esto no solo demuestra que valoro sus opiniones, sino que también me permite comprender mejor sus perspectivas y necesidades.

Establish feedback mechanisms that encourage employees to share their input and suggestions anonymously, if they prefer. Creating a safe space for feedback fosters trust by assuring employees that their voices are heard and valued.

Try doing this during your next conversation... 1. Listen for the facts that you hear the person talking about - the numbers and data. 2. Listen for the feelings. How may the person who is talking be feeling, based on the words they are using. 3. Listen for values. What do you think this person might value based on what they are saying. If you can 'hear' what the person is saying in these three ways, you will build a stronger connection, be more empathetic, and more deeply understand what they are trying to communicate.

Creating trust with your employees starts with active listening. Pay attention, ask questions, and reflect on what you hear. This shows you value their opinions and are open to their feedback. As an Agile Coach, I've seen how this approach fosters a supportive environment. For instance, hosting my leadership podcast has taught me the power of listening to connect with diverse leaders. Commit to understanding your team’s needs and acknowledging their achievements. When you truly put people first, trust naturally follows, making feedback more effective.

Do ask questions and do offer support where you can. DO try to understand ideas that are different than yours because even the Spectator Sheep, those who are unengaged and uninvolved, have different perspectives on how things could be improved. Don't be like Ed, my old BOSS* who always started a conversation with, "I've only got a minute, Scott. What is on your mind?" and indicating that he really did not consider anything I thought to be of any importance. (Ed pushed out 30 consultants who learned his stuff and then quit to start their own companies using those same ideas. I was senior in only 3 years.) * BOSS spelled backwards is self-explanatory.

Antes de dar cualquier feedback siempre comparto el propósito detrás de mis comentarios, por ejemplo, me aseguro de dejar muy claro que mi objetivo es apoyar su desarrollo y éxito dentro de la organización. Al mostrar que mis intenciones son positivas y alineadas con su crecimiento profesional, creo un ambiente donde la retroalimentación es vista como una oportunidad y no como una crítica.

Frame feedback as an opportunity for growth and development. Emphasize that it's a chance for employees to enhance their skills, overcome challenges, and advance in their careers.

Sharing your purpose with employees is a powerful way to build trust before giving feedback. Here are some tips: 1. Clearly articulate your purpose, mission, and values. This gives employees a sense of direction and helps them understand the bigger picture. 2. Help employees see how their work contributes to the overall purpose of the organization. This can increase their sense of belonging and commitment. 3. Demonstrate your commitment to the organization's purpose through your actions. This can inspire trust and respect among your employees.

Two important distinctions: 1. Often people confuse feedback and bad news. If the feedback is bad news, you should most definitely not start with anything else than the bad news itself. 2. Make sure you keep the purpose brief. Spent enough time setting expectations and repeating them to your team. This often already prevents quite some need for feedback. If it is still necessary, the employee will recognize the subject easily.

Transparency in communication is vital for building trust. Before offering feedback, clearly articulate its intent and relevance to the employees' personal and professional development. This approach demystifies the feedback process, aligning it with their career aspirations and the organization's goals. It's crucial to ensure feedback is seen as a tool for growth rather than criticism. Establishing this understanding fosters a positive feedback culture where employees are more receptive and motivated to improve. #TransparentFeedback #GrowthMindset

Para mí es muy importante involucrar a mis colaboradores en el proceso del feedback. Para comenzar les pido que antes que nada me den su opinión sobre su propio desempe?o y los invito a participar en la identificación de áreas de mejora. De esta forma no solo les da una sensación de control y responsabilidad, sino que también fortalece la relación de confianza al demostrar que valoro su autoevaluación y sus ideas.

"Nobody ever washes a rental car." If they feel no ownership and have no active involvement, why SHOULD they care? According to Gallup's 2023 State of the Global Workplace report, the percentage of actively disengaged workers worldwide is 18%. This means that nearly one in five workers are not only unhappy with their jobs but are also actively undermining their colleagues' performance. Gee. Think some active involvement might make a difference?

When people feel heard and have a say in how they're evaluated, they’re more open and receptive to feedback. You could co-create performance goals or set up a feedback loop that employees help design. Doing this makes them feel empowered and also turns feedback into a two-way street, fostering a culture of mutual respect. It shows that feedback isn't just about pointing out areas for improvement, but about collaboration and growth.

Involving your employees in decision-making processes and other aspects of the organization can significantly enhance trust, especially before giving feedback. Here are some tips: 1. Encourage a culture of open communication where employees can express their ideas, concerns, and questions freely. 2. Involve employees in decisions that affect their work. This not only makes them feel valued but also promotes a sense of ownership. 3. Conduct regular team meetings where everyone has a chance to speak up and contribute. 4. Establish a two-way feedback mechanism where employees can give and receive feedback.

Involving clients in the feedback process is key to maintaining psychological safety. I encourage them to self-reflect and contribute to the discussion, making the process collaborative. This approach empowers them and reinforces mutual respect and trust.

Building trust is something that takes time and effort. Even if you’re a phenomenal leader, you won’t automatically be awarded trust by your employees. You have to consider that people have all had experience with a bad leader and poor feedback. While it’s not “fair,” you’ll need to overcome these experiences and demonstrate that you sincerely have their best interest in mind, and not just when delivering feedback. It needs to be consistent in all interactions. Something else is words are one thing but actions are another. If your words say one thing but actions say another, you can plan on any feedback being written off. And remember, inaction is an action, so not doing what you say is as bad as doing something different than you say.

La consistencia es esencial para construir y mantener la confianza. Me aseguro de dar feedback de manera regular y equitativa, evitando favoritismos o inconsistencias. Esta transparencia y equidad en mi enfoque me ayudan a crear un ambiente donde mis colaboradores se sienten seguros y confiados, sabiendo que siempre serán tratados con justicia y respeto.

Consistency stems from the credibility you have established. If actions and words are in congruence, people will bestow their faith in you. This trust enables communicate across the future feedback and it should be true in the real sense. As feedback is for improvement, communicating it genuinely with illustrations solidifies the receiver's belief in you and gets sn unwritten agreement to act upon and demonstrate improvement. Appreciate the improvement demonstrated to sustain the credibility.

Consistency works on numerous levels in a team environment. In times of accountability, holding your top performer to the same standard as the member that needs additional training gives credibility to your guidance, and leaves little room to second guess if biases are every at play. Consistency in providing updates and timeline check-ins can also help those team members that find comfort in structure & routine, which in turn, keeps them engaged with performing at their optimal level.

Consistency in feedback is a cornerstone of trust and an essential Agile principle. Regular, fair, and objective feedback establishes your credibility and eases team anxiety, creating a foundation for growth. Drawing on decades of experience in talent management, I've learned the importance of using a structured approach and concrete examples to avoid biases. Follow-ups and recognition for improvements are equally crucial, demonstrating that feedback is a two-way street aimed at mutual development. This practice not only fosters trust but also aligns closely with a commitment to continuous learning and improvement, ensuring that every team member feels valued and supported on their journey.

Share your vulnerability! If you are trustworthy, your employees will come to you and seek feedback. If this is not the case, then before giving feedback share your vulnerability, it will give the confidence to employees (it’s ok to make mistakes). Now share feedback on actions and its consequences, not on personality.

Recognize Achievements: Celebrate employees’ wins and highlight their strengths often, not just during performance reviews. Positive reinforcement builds confidence and trust. Balance Feedback: When giving feedback, ensure it's not only focused on areas of improvement but also includes positive observations to create a constructive atmosphere.

Trust takes time. All of us have baggage from previous negative experiences, and given that along with the unique perspective of each individual, the amount of time necessary for trust. Trust means I believe you have my best interests and won't hurt me on purpose. Only through positive experiences, over time, will trust develop fully. If that fragile bond is betrayed, it will never be fully repaired. Open and honest communication, mutual respect (remember, to be respected you must first be respectful), fair and consistent interactions both observed and received...these help to build trust.

I am a huge fan of "The Speed of Trust" and feel this is a required read for leaders. Trust is built through consistent and intentional discussions, honesty, transparency, and genuinely caring about building and maintaining high-character relationships.

Creating trust with employees is foundational to effective feedback. Trust is cultivated through genuine interactions and demonstrating care for an employee's growth. When leaders prioritize transparency and show that feedback is a two-way street, it fosters a culture where employees feel valued and understood. This environment encourages open communication, leading to more meaningful and productive feedback sessions. Remember, trust is not a one-time achievement but an ongoing process that requires leaders to be vulnerable, fair, and supportive in their approach to managing talent.