Strategies for Building Trust with Employees

As the pandemic has forced many organizations to restructure and downsize, employee trust in leadership has become more critical than ever.

Layoffs are commonplace in the news cycle and as a result employees are concerned. They want to feel confident that their leaders have their best interests in mind, and that they are transparent and authentic in their communication.

In this post, we'll explore how leaders can build trust with their employees and foster authentic relationships in the workplace.

Why Trust is Important

Trust is essential to a healthy workplace culture. When employees trust their leaders, they are more engaged, more productive, and more likely to stay with the company long-term.

Trust helps to build strong relationships between employees and management, which can lead to greater innovation and collaboration in the long run. Employees can feel more free to take chances while management can more easily implement changes.

On the other hand, a lack of trust can have negative consequences for both employees and organizations. It can lead to a toxic work environment, decreased morale, and increased turnover rates.

Without trust, employees may also feel disengaged and less invested in the success of the organization.

How to Build Trust with Employees

There are several strategies that leaders can use to build trust with their employees:

1. Establish Open Communication Channels: Honest communication is a fundamental aspect of building trust. Leaders should create opportunities for employees to provide feedback, share concerns, and voice their opinions. This could include regular team meetings, one-on-one check-ins, or anonymous feedback tools.

For example, a leader could hold a weekly team meeting where employees can share updates and discuss any challenges they are facing. During these meetings, leadership could actively listen to employee feedback and show that their concerns are being taken seriously.

2. Demonstrate Consistent and Transparent Decision-Making: Leaders who make consistent, decisions are more likely to be trusted by their employees. This means being clear about the reasons behind decisions, and communicating them in a way that employees can understand.

For instance, if a company needs to downsize due to economic challenges, a leader could explain the decision-making process and the factors that led to the decision. By being transparent and clear, employees are more likely to trust that the decision was made in their best interests.

3. Set Realistic Expectations and Deliver on Promises: Leaders who set realistic expectations and follow through on their promises build credibility with their employees. This means being clear about what is expected of employees and following through on commitments.

Leadership can do this easily by taking advantage of goal-setting within the performance evaluation process. In setting clear performance goals for employees and providing regular feedback on their progress, employees understand what is expected of them and have a better sense of their role within the organization.

4. Create Opportunities for Professional Development and Growth: Leaders who prioritize employee growth show that they care about their employees' long-term success. This could include offering training opportunities, mentoring programs, or opportunities for advancement within the organization.

One way to to so would be for leaders to create a mentorship program where employees are paired with more experienced colleagues to learn new skills and gain valuable experience.

5. Acknowledge Mistakes and Take Accountability: Leaders who take accountability for their mistakes demonstrate humility and build trust with their employees. This means owning up to mistakes and taking action to address them.

6. Emphasize Shared Values and Mission: Leaders who emphasize the mission build a sense of purpose and connection within their teams. This means highlighting the organization's values in day-to-day operations and demonstrating how they align with employees' personal values and goals.

Maintaining Trust Over Time

Building trust is an ongoing process that requires consistent effort and attention. Here are some strategies for maintaining trust over time:

1. Sustain With Transparency During Challenging Times: During economic downturns or significant organizational changes, it's essential to maintain employee trust. Leaders should be transparent about any changes that affect employees and communicate frequently to provide updates.

For example, if a company needs to downsize due to economic challenges, a leader could communicate the timeline and potential impacts to employees. By doing so, employees feel informed and more prepared for any changes that may occur. They may even feel a stronger sense of confidence in the leadership team if additional rounds of changes can be avoided.

2. Balance Transparency and Confidentiality: While transparency is essential, there may be times when confidentiality is necessary. Leaders must balance the need for transparency with the need to protect sensitive information. Explaining how and why this was done, for the benefit of the team, will contribute to the level of trust.

3. Adapt to Changing Circumstances and Employee Needs: As organizations evolve, leaders must adapt to changing circumstances. This means being flexible and willing to make adjustments to meet employees' needs and expectations.

For example, if employees express a desire for more flexible work arrangements, a leader could explore options such as remote work or flexible scheduling. By doing so, the leader demonstrates a willingness to adapt and act from an "employee-centric" perspective.

4. Monitor Employee Engagement and Address Concerns: Leaders should regularly monitor employee engagement so that they can then address any concerns that arise. This could include conducting surveys or holding focus groups.

Trust Can Be Earned and Lost

In today's ever-changing business environment, it's more important than ever for leaders to cultivate authentic relationships with their employees.

By prioritizing open communication, transparency, and accountability, leaders can build a positive workplace culture that fosters long-term employee engagement and loyalty.

Building trust is an ongoing process that requires consistent effort and attention. And at the end of the day, trust is the foundation of any successful team - starting with the leaders who are willing to put in the work to build authentic relationships with their employees.