Earning the Trust of Your Team at Work

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Flickr CC via Novartis AG

For more information about KMG Consultants, check out our website at http://www.kmgconsultantsinc.com/.

As a leader in the workplace, it can be hard to remember how important it is to build trust with your team members, especially during busy times. However, trust is the key to successful relationships at work; if you can’t trust your employees, and they can’t trust you, there is undoubtedly going to be conflict. If your employees trust you, then they will support your decisions and will feel that the choices you make are in their best interest. They will be happy, feel appreciated, and ready to work hard.

If you are looking to build trust as a leader at work, here are a few tips to get you started:

Share Knowledge

Sharing informative articles you come across, ideas, and past experiences with your employees is important. Good leaders produce even greater ones because they are able to pass on their experiences and knowledge. Giving your team advice and mentoring them will not only benefit them, but you as well. Sharing knowledge will show that you care about their success and will ultimately build trust.

Be Honest

Always be honest with your employees, even if it’s about something they don’t want to hear. Finding out that you were dishonest with them will completely break the trust in your relationship. Always remember to only make promises that can keep, and to be transparent whenever possible.

KMG Consultants is hiring! Head to our CareerBuilder page for our latest job openings.

Show Genuine Interest in Your Employees

Asking how their weekend was or what they do outside of work will prove to your employees that you genuinely care about them. Employees are much more likely to trust a leader who is nice and friendly as opposed to one that appears cold and distant. Maintaining a level of professionalism while finding appropriate times to inquire about more personal things will help foster trust.

Don’t Place Blame

Small mistakes are going to be made here and there, and how you respond to these mistakes is important. Pointing fingers at someone or aggressively singling out an employee for something small is not the answer. Take the person at fault aside, discuss what can be done better next time, and move on. Handling mistakes in this way will encourage your employees to be honest with you, instead of afraid of your reaction when goals are not met or errors occur.

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