Trust an important factor

Any positive working relationship is based on trust. An environment of trust assumes that both parties will be safe, and it carries with it an implicit message that you have each other’s best interests in mind. That is why employees can accept criticism and even anger from a boss they trust. The employees know deep down that the boss really means to help.

Trust is an interesting quality because, once it is lost, it is hard to recapture. Many professional relationships gasped their last breath with the words “I just do not trust you anymore.” Therefore, to have optimum working relationships, all parties must feel a sense of trust.

The question then is, how do you develop trust between people in the workplace? After all, when you have people from various backgrounds coming to work together, they usually don’t have a history with each other, and there’s no base of trust to begin with and grow upon. That is the reason managers need to be proactive and create an environment of trust obvious to all..

I am sure there would be many more factors that can be looked at here I would like to jot down some which I have believed in and have been practising.

LISTEN TO LEARN

 “Man has one tongue but two ears that we may hear from others twice as much as we speak.” Zipping the lip is an extreme difficult task but utmost way to improve communication and built trust.

Listen to learn means not inserting your opinion and not judging what the person says while he or she is speaking. For most managers, their first reaction is to evaluate the employee from their own point of view and then approve or disapprove of what the person says. Listening is a skill that can be improved. It starts by taking the position of a good listener Listening in anticipation encourages interruptions. Interrupting is an indication that you don’t care what is the viewpoint of the other person.

COMMUNICATE OPENLY

You have to ensure that your team talks to each other in a meaningful honest and effective way. It is not allotting or delegating work and KRA’s its also giving them an opportunity to express their views and strong skill areas which would help them to present themselves. To be sportive enough to ask them your grey / probably weak areas according to them which will also help you to enhance and grow and at the same time a sense of loyalty and trust has been initiated among your team

SMART WORK

I am sure each one of us may find competent enough to do the job on their own, but delegation would not deprive others from enhancing / showcasing their skills. To have faith in their decision-making abilities, and suppose here the work was not up to the mark? What next, yeah right negative remark is easy but how positively can we deal this situation is what going to ease the person and help him built confidence and trust in you.

A positive approach is an incentive while to criticise provides only disincentive.

Trust can only help in enhancing work environment which will result into innovation, creativity and ultimately higher profits for all.