7 Ways to Build Trust as a Manager

Master trust-building techniques for managers to foster thriving teams.

You're facing a pivotal challenge: the responsibility of building trust within your team. It sounds straightforward, but how do you ensure your words and actions foster genuine connections? And what if your efforts are met with reluctance? Let’s explore seven specific ways you can strengthen the trust that underpins a thriving team environment, starting with effective communication tools you can implement today.

1. Communicate Openly and Honestly

1.1 Listen Actively to Your Team

Trust begins with active listening—an often overlooked but crucial skill. When you're actively listening, you're demonstrating that you value your team’s input and perspectives. Engage team members with open-ended questions, and show genuine interest by paraphrasing what they’ve said for clarity.

• Schedule regular check-ins: Create spaces for open conversations.

• Eliminate distractions: So your attention is fully on the speaker.

• Acknowledge emotions: Understand, don't just hear, what they're expressing.

Consider using these techniques to enhance team relationships and initiate authentic communication that fosters trust.

Pro-tip: In meetings, consider adopting a 'round-robin' approach, where each team member gets a chance to speak without interruption, ensuring everyone feels heard.

1.2 Share Information Transparently

Transparency is the cornerstone of trust. When you share information openly, it diminishes uncertainties about decisions or changes. Secrets or withheld information can lead to mistrust and speculation.

• Disseminate updates promptly: Use platforms like Slack for real-time announcements.

• Share both successes and challenges: Give a holistic view, fostering a culture of honesty.

• Clarify decision-making rationales: Help your team understand the 'why' behind choices.

By embracing transparency, you create a more cohesive and trusting team dynamic. For example, if your team has concerns, address them directly through difficult conversations to clear the air and maintain trust.

Pro-tip: Host monthly Q&A sessions where team members can anonymously submit questions or concerns to be addressed.

1.3 Encourage Open Dialogue

Encouraging open dialogue is pivotal for trust-building. Creating an environment where team members feel safe to express ideas or dissenting opinions can boost morale and collective growth. Rather than merely accepting silence, foster lively discussions.

• Facilitate regular team meetings: Where everyone can contribute.

• Invite feedback: On projects and processes, reinforcing that every opinion counts.

• Create a safe space: Ensure there are no repercussions for expressing differing views.

Such environments nurture creativity and problem-solving, making your team feel valued and trusted. If you're uncertain about handling potentially contentious topics, start by exploring resources like navigating difficult conversations to bolster your confidence and effectiveness in these exchanges.

Pro-tip: Introduce a 'feedback loop', where suggestions raised during meetings are revisited in subsequent sessions to show progress and commitment to dialogue.

2. Show Consistency in Your Actions and Decisions

2.1 Maintain Integrity in all Dealings

Building a reputation for integrity involves directness and transparency, even when addressing failures. If a project goes wrong, own it and share what went wrong and what's being done to rectify it. This candid approach establishes a credible atmosphere where honesty is valued. To enforce this, set clear standards for ethical conduct in your team that align with organisational values.

• Be Honest: Be upfront about the goals, challenges, and expected outcomes.

• Address Mistakes: Discuss errors openly, sharing lessons learned to prevent future mishaps.

• Set Ethical Standards: Collaborate with your team to create a code of ethics.

Pro-tip: Hold regular 'Integrity Reviews' where you discuss ethical dilemmas faced during projects and how they were resolved, reinforcing the importance of transparent practices.

2.2 Follow Through on Promises

Delivering on promises strengthens trust and makes you reliable in your team's eyes. Whether it's a commitment to a professional development course or simply showing up for a one-on-one meeting, every promise matters. Document commitments to avoid overlooking them, perhaps using effective digital solutions like Trello or Asana that remind and track your tasks. This serves as a tangible reminder and ensures that you don't miss anything crucial.

• Document Commitments: Use tools like Trello or Asana to track promises.

• Prioritise Follow-Through: Make fulfilling promises a non-negotiable priority.

• Communicate Delays: If delays occur, update your team promptly with reasons and actions being taken.

Pro-tip: Create a 'Promise Tracker' board in Trello to help you and your team keep an eye on all commitments and their current status.

2.3 Treat All Team Members Equally

Equity in the workplace demands that you treat each team member with the same level of respect and consideration, regardless of their position or tenure. Foster an inclusive culture by providing equal opportunities for development and recognition. Use tools like employee surveys to gauge the sense of fairness amongst the team. Address any perceptions of favouritism immediately to prevent long-term resentment.

• Foster Inclusivity: Provide equal chances for development and growth.

• Survey Fairness: Use anonymous tools to understand the team’s perception.

• Address Prejudices: Confront any bias or favouritism swiftly and openly.

Pro-tip: Implement a bi-annual 'Fairness Audit'—a workshop where employees can voice concerns and suggest improvements to workplace equality.

3. Apply Strengths-Based Leadership

3.1 Identify and Utilise Individual Strengths

Understanding and leveraging individual strengths can transform your team's productivity and morale. First, conduct regular one-on-one conversations with your team members to discover their unique abilities. Focus on identifying skills that align with each person's natural inclinations, boosting confidence and engagement. This approach eliminates the stress of fixing weaknesses and allows team members to excel in areas they enjoy.

• Conduct strength assessments: Tools like Gallup's CliftonStrengths can provide formal insights.

• Speak with your team: Regular check-ins to talk about their passions.

• Observe interactions: Notice where they naturally succeed.

Cultivating a strengths-based team requires you to regularly evaluate and adjust roles according to evolving skills. Encourage an environment where sharing strengths is part of daily communication. When people know their strengths are acknowledged, trust builds naturally. Our guide on how to be a better manager provides more actionable strategies for fostering a respectful culture.

3.2 Undertake Strengthify's Management Development Programme

Strengthify's Management Development Programme is designed for those wanting to lead by capitalising on team strengths. This programme guides managers through multiple sessions that enhance understanding of team dynamics and personal development, helping to craft specific initiatives that align with identified strengths. Participants learn to transform managerial challenges into opportunities for growth and leadership evolution.

• Structured learning: Sessions cover team building and personal leadership skills.

• Adaptive strategies: Develop methods to improve team performance.

• Positive psychology: Focus on wellbeing and resilience in the workplace.

Managers in higher education or health and social care have noted improved cohesion and performance. By tapping into our expertise, you're positioned to cultivate a thriving work environment. Interested in further exploration? Consider integrating appreciative inquiry for a deeper understanding.

3.3 Foster a Positive and Empowering Environment

Creating an empowering environment where strengths flourish involves more than recognising talents. It's about fostering positivity and resilience. Encourage a culture of feedback, where constructive insights power personal and team growth. Embed appreciative inquiry into management practices to focus on what works best.

• Provide regular feedback: Both constructive and affirming.

• Hold team workshops: Engage in activities that highlight collective strengths.

• Encourage autonomy: Allow team members to take ownership of their projects.

In environments where strengths are nurtured, team members feel valued, leading to higher job satisfaction and productivity. We offer ongoing support to guide teams through implementing long-term strategies for sustainability.

In summary, strengths-based leadership is vital for building trust and enhancing team dynamics. By identifying and capitalising on individual strengths, implementing structured development programmes, and fostering an empowering environment, you enable your team to thrive. These approaches not only enhance trust but also build a foundation for sustainable success.

Interested in nurturing a strengths-based culture? Discover how our frameworks can transform your organisation's dynamics by exploring how your team's strengths can lead to lasting impact.

Frequently Asked Questions

What are the 7 steps to rebuild trust?

To rebuild trust, follow these steps:

• Admit mistakes openly.

• Take responsibility for your actions.

• Communicate transparently with team members.

• Understand individual needs.

• Commit to consistent behaviours.

• Implement feedback.

• Celebrate progress together.

How do managers build trust?

Managers build trust by:

• Listening actively to team input.

• Showing consistency in actions.

• Recognising individual strengths.

• Providing honest feedback.

• Empowering employees with responsibility.

What are the 5 C's of trust?

The 5 C's of trust are:

• Communication: Clarity in interactions.

• Consistency: Actions aligned with words.

• Compassion: Understanding team needs.

• Competence: Demonstrating expertise.

• Commitment: Dedicated to the team's success.

How to rebuild trust with a manager?

To rebuild trust with your manager:

• Acknowledge past mistakes and apologise.

• Express your commitment to improvement.

• Communicate openly about progress.

• Seek feedback regularly.

• Deliver on promises consistently.