Building Trust

This week’s positive reports on job growth is a wakeup call for grumpy bosses. Your captive workforce may start looking around for a cheerier boss. Taking lessons in congeniality is only part of the solution. Bosses who earn the trust and respect of their employees enjoy lower employee turnover and higher productivity.

In the process of earning the trust of your employees, the biggest mistake you can make is to take a one-size-fits-all approach. Different factors, such as personality, job function and level, influence the development of trust in work relationships. Mid-level managers are more apt to develop trust and appreciation if you invest in their training and development. Senior management places more emphasis on being paid for performance.

The lesson is that relationships should be built at an individual and job level not a team level. You are more likely to win an accountant’s respect if everything is delivered on time, as promised. While all employees value reliability, a sales employee is more apt to hold his boss in higher esteem if his work is being recognized through perks and rewards.

Here are some tips for building trust in both your work and personal relationships:

Build meaningful relationships by feeling and showing true empathy toward your employees.
Learn to be an effective listener. Never interrupt and try and respond with positive re-enforcement and solutions.
Get to know your staff as individuals. Talk non-shop talk.
Show your workers you trust them by delegating responsibility.
Deal with problems directly and quickly, as soon as they arise.

Show your appreciation by engaging in special favors, rewards and recognition. They will run an extra mile for you. And always be pleasant!