Why your New Hire deserves to be 'trusted'

We have all heard the saying, "Trust has to be earned."?

But in the workplace, this mentality can create a bit of a trust tightrope for new hires. They are brought on board, welcomed with enthusiasm, then... bam! They hit an invisible wall of "wait and see" when it comes to trust from their leader, when they say, “I will trust you when you prove yourselves to be trustworthy”.?

Why we struggle with trusting new people

Let us be honest, our brains are wired a little weird. We have this built-in "in-group bias" leftover from our caveman days. A recent study (https://www.imrpress.com/journal/JIN/23/3/10.31083/j.jin2303048) explores into the brain mechanisms behind how we perceive and interact with people from our own group (in-group) versus those from different groups (out-group). The researchers found that we use specific brain regions for facial recognition and memory, but these areas also activate differently depending on whether the face belongs to someone we perceive as part of our group or not. Brain regions like the amygdala, cingulate cortex, and frontal cortex work together as a network, impacting our perception, empathy, and pro-social behavior towards in-group vs. out-group members. Back then, trusting familiar faces meant survival.?

But guess what? The office is not a battleground for prehistoric dominance (hopefully). It is a place for collaboration, and that thrives on one key ingredient: trust.

Think about it: as a leader, when we bring someone new onto our team, we are essentially welcoming them into the fold. They are no longer outsiders looking in. They have got the metaphorical team jersey, so why not give them the trust that comes with it?

The price of distrust

Think of trust like a bicycle lock. You only need it if you fear theft. In an ideal world, trust is the default setting and distrust is expensive.

Imagine the classic Prisoner's Dilemma, where two players face a choice: cooperate or defect. While the "defect" option might seem more appealing in the short term, it can backfire in the long run. This is especially true in finite games where there is no chance of future interactions. However, the real world rarely operates in isolated rounds. Our lives are more akin to an infinitely repeated game. There is a high probability of future possibilities of working with people again, making cooperation and trust far more beneficial strategies.

Game theory offers a valuable framework, but it is not the only lens through which we can view trust. Consider the concept of reciprocity: when we trust others, they are more likely to reciprocate that trust, creating a positive feedback loop within the team. It fosters smoother interactions, better communication, and ultimately, a more productive team environment. Studies have shown that high-trust workplaces experience significant boosts in employee satisfaction, collaboration, and innovation. So with trust as the foundation, our team can achieve amazing things, just like a well-oiled bicycle that does not need a lock because everyone trusts each other to ride it responsibly.

Now, this does not mean throwing caution to the wind and trusting blindly. It is about giving the benefit of the doubt. We can build on that trust by creating opportunities for the new team member to shine. Offer clear expectations, open communication, and the chance to show their skills.

Remember, trust is a two-way street. As leaders, it is important to be transparent in our decisions and help create a space where everyone feels comfortable speaking up. And if a trust issue does arise, address it head-on. Talk it out, find the root cause, and work together to rebuild that bridge.

Start with trust, watch the team take off

By starting with trust, we are setting our team up for success. We can foster a more collaborative environment, boost morale, and watch the team soar – together. So, ditch the "prove yourself" mentality and welcome new teammates with open arms (and trust)!

Curious to know how we at FPL have helped organisations build a culture of trust. Talk to us.