Not a Member? Get access to HR news and resources that you can trust.
HR professionals can play a key role in creating business efficiency—starting with their own department.
Is your employee handbook ready for the New Year? With SHRM’s Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Get the HR education you need without travel expenses or time out of the office.
We don't just visit a city, we take it over. Join us in NOLA -- June 18 - 21, 2017.
While you may think you are a trustworthy manager, your actions may communicate otherwise to your employees.
Rarely do employees admit to managers that they don't trust them. Yet lack of trust is a pervasive ailment undermining employee engagement and productivity. Often, corporate leaders don't discover the lack of trust until either a manager or an employee leaves.
The words "I don't trust you" may not be said out loud, but you may be facing a lack of trust if employees are:
Managers with good intentions understand that maintaining trust is critical, and they may be trustworthy or believe themselves trustworthy. However, their employees may have a different view, unless managers are outwardly taking the steps necessary to build trust. We evaluate ourselves by our intentions. Others—not knowing those intentions—evaluate us on their perceptions of our behavior and performance.
Trust lies at the heart of every strong relationship. Here are six actions you can take to demonstrate your good intentions:
This is an easy concept that requires a great deal of discipliune to execute. If you can't meet a promised deadline, tell employees in advance. If you promise to run interference for your team, make sure your sense of urgency matches theirs and report the results. Calling others out on failed promises helps instill trust. For example, if you tell your team that being at work on time is important, address the chronically late team member.
And, a reputation for listening and actually caring about what others are saying builds trust.
Your team improves when you improve. They will trust your directions more and question you less in uncertain times when they conclude that you know what you are doing.
We value and trust consistency in action and response. When consistency is absent, people are likely to protect their own interests at the expense of the team. When consistency is present—especially when combined with open communication—people tell you what you need to hear rather than what you want to hear. They are more confident, and they are not constantly looking to see how you are going to react to every incident or piece of bad news.
When consistency is present ... people tell you what you need to hear, rather than what you want to hear.
The clearer you are on your values, the more trust you will build.
Have their backs.
Your team knows that you can't control every decision by corporate executives. But you will earn their respect and trust when they know that you will stand up for them even when doing so is inconvenient.
Strong relationships grounded in trust are critical. Believing that—and acting on that belief—makes a notable difference.
The author is founder of the Pennington Group, a business performance consulting firm in Addison, Texas. He is author of On My Honor, I Will: The Journey to Integrity-Driven Leadership (PenlandScott Publishers, 2009). He can be reached at www.penningtongroup.com.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
SHRM Talent Management Conference & Expo
SHRM’s HR Vendor Directory contains over 3,200 companies