What do you do if your team is struggling to trust and respect you as their manager?

They may not trust you either professionally (they don't trust your: Skills, knowledge, experience, etc.) or personally (maybe they believe you are unfair, or don't care about them, etc.) This is what I'd personally do: If thet don't trust you professionally, I would share with them my credentials, if I don't have credentials, I would express the value I can bring to them on management specific topics. If my performance on management specific topics is not good I would ask them for feedback on how to improve and learn from it. If they don't trust me personally, I would be humble and let them know that direction expects me to be helpful to them, and that I am incentiviced to work in their benefit.

To regain trust and respect as a manager, acknowledge concerns, listen actively, and address misunderstandings. Lead by example with integrity and fairness. Encourage collaboration, recognize contributions, and prioritize team well-being. Seek feedback and demonstrate a commitment to continuous improvement. By fostering open communication and respect, you can rebuild a positive relationship with your team.

As a leader, self-introspection is crucial. Prioritizing leadership over mere management helps align teams effectively. Listening to and valuing your team fosters a positive work environment. Open communication and feedback are essential for growth. Establishing personal connections and emphasizing teamwork and transparency are keys to success.

Love this! I would do a round table! Have my entire team sit down with me (snacks provided) and have them tell me what I can do better and how I can better meet their needs. This is the only way to get the raw deal of it all even if I don't like everything I hear. At the end of the meeting if I don't feel renewed and my team doesn't leave energized with smiles.. then we need to stay in that room longer.

Take time to self-reflect and consider any behaviors or actions that may have contributed to the lack of trust and respect from your team. Be open to acknowledging areas where you can improve as a manager. Solicit feedback from your team members to understand their perspectives and concerns. Create a safe and confidential space for team members to share their thoughts openly and honestly.

Be honest and transparent about the situation. Acknowledge any concerns or perceptions of distrust and lack of respect from your team. Encourage your team members to share their thoughts and feelings openly. Create a safe space for them to express their concerns, ask questions, and provide feedback without fear of reprisal. Practice active listening by giving your full attention to what your team members are saying. Avoid interrupting or dismissing their concerns. Show empathy and understanding as they express their perspectives.

To enhance trust and respect as a manager, prioritize open dialogue while also demonstrating empathy and respect for others. Encourage transparent communication where everyone feels comfortable sharing their thoughts and concerns. Actively listen to understand their perspectives, showing empathy for their experiences and emotions. Address any issues or misunderstandings with sensitivity and inclusivity, collaborating on solutions that consider everyone's needs. By fostering open dialogue grounded in empathy and respect, you create a culture where team members feel valued and supported, leading to stronger relationships and greater cohesion.

In building trust and respect within a team, actions carry more weight than words. Consistently exemplifying desired qualities is crucial. This involves meeting deadlines, keeping promises, and maintaining punctuality. Demonstrating integrity in all interactions and treating everyone fairly and respectfully sets the tone for a positive work environment. By modeling these behaviors, team members are likely to emulate them, fostering a culture of mutual respect and trust.

Starting my journey at Cameo Autobody without prior experience in the industry was a challenging endeavor. I lead a team with a combined experience of over 150 years that added another layer of complexity. Earning their respect required more than just authority; it demanded understanding, humility, and a willingness to learn. I spent time with each team member, asking questions, and doing the physical work. The laughter that followed my attempts at body work only humanized me further. Humility is a powerful tool. It bridges gaps, fosters trust, and creates a sense of camaraderie. In the end, it’s not just about being the boss; it’s about being a leader who inspires, collaborates, and understands that success is a collective effort.

Act with honesty, transparency, and integrity in all your interactions with your team members. Keep your word, uphold ethical standards, and be consistent in your actions. Treat your team members with respect and dignity, regardless of their role or position. Listen to their perspectives, value their input, and avoid making assumptions or judgments. Take responsibility for your actions and decisions as a manager. Acknowledge your mistakes openly and take steps to rectify them. Hold yourself to the same standards of accountability that you expect from your team. Communicate openly, honestly, and transparently with your team members. Share relevant information, provide updates on important matters, and listen to their feedback and concerns.

Clearly communicate the team's goals, objectives, and expectations. Offer guidance on how each team member's role contributes to the overall success of the team. Empower your team members to make decisions and take ownership of their work. Trust them to do their jobs effectively and provide support when needed without micromanaging. Be accessible to your team members and make yourself available for support, guidance, and feedback. Encourage open communication and create a safe space for your team members to share their thoughts and concerns.

Use "I" statements to express your observations and feelings without placing blame or making accusations. For example, say "I've noticed that there seems to be some tension in our interactions" instead of "You're not respecting me as your manager."

Para manter consistência é necessário uma rela??o de proximidade diária, uma divis?o de trabalho justa e estar junto a equipe no cumprimento das atividades, principalmente nos momentos de pico, como é muito comum em recrutamentos.

Setting expectations and boundaries within a team is an important step in building trust. Open communication is essential to building trust in a team. Encourage everyone to communicate openly and honestly with each other, without fear of judgment or criticism.