Building Trust as a Manager

Does your team trust you as a manager?

New managers usually worry excessively about getting the trust of their employers, peers and teams. Yes, worrying about your team's trust is entirely normal. It's a sign that you care about your leadership and your team's well-being.

I used to worry about it, too.

Everybody does.

My name is David Berwick , and today, I will share with you six essential tips that have helped me overcome my inner management fears and build trust as a manager. But first, let's discuss the importance of trust in management.

Why do I need to earn trust as a manager?

Trust is the cornerstone of any successful team, whether it's a team of recruitment consultants, a marketing team, a software engineering team or a multidisciplinary team of professionals working on a shared project under your leadership.

If you read my previous article on becoming a better manager, you'll agree that earning and maintaining trust is crucial for a manager. Don't worry if you didn't (although it would be good if you could quickly check that article out).

If you want to become a better manager and gain the trust of your team, you can start here:

→ Lead with transparency

Transparency is crucial to building trust. Be a good leader and share your vision. Talk openly about the company goals and even the challenges, too. When your team is in the loop, they feel valued and more invested in the collective goals and mission.

→ Communicate clearly and often

Keep the lines of communication open. Listen actively and offer regular updates through meetings, emails, or quick check-ins to ensure everyone is on the same page. Clear and consistent communication helps avoid misunderstandings and builds a sense of reliability.

→ Demonstrate empathy

When people feel understood, they're more likely to trust you. So, show genuine concern for your team members' well-being, make an effort to understand their perspectives and support their professional growth.

→ Give constructive feedback

Offer constructive, actionable insights that help your team improve, and be open to receiving feedback. Balance constructive criticism with praise to create a positive environment where every member of the team you manage can thrive. Just like when you offer post-interview feedback!

→ Avoid micromanagement

Micromanagement invalidates any trust you have gained. While providing support and guidance is a good idea, you should encourage autonomy by letting your employees handle their responsibilities.

→ Celebrate achievements

Whether big or small, publicly acknowledge your team's hard work and achievements to boost morale, improve management trust and reinforce a positive work culture.

Trust isn't gained overnight. Start implementing these strategies, be consistent, and you'll see a positive effect on your team's motivation, collaboration, and working environment.

Is your team growing? Do you need top talent?

→ We have recently placed 3x software engineers in a tech company expanding their offices from the South East into the North West.

Send me the details of your open vacancy, and our team will source our 250,000 talent pool to find you the perfect match in record time. ??

I hope you find our article helpful. Feel free to contact me, Dave, if you want to chat from manager to manager. I'm always a message away!