building trust

September 29, 2010

Adequately Managing Employee Expectations

There’s a small action you can take, right away, that will build  confidence in you personally, as well as ensuring that the trust that  your people have in you is high.

I’m pretty sensitive to it –  perhaps it’s just the way I am – but it’s a very important behavior that  I notice easily when it happens.

You see, I really expect people to do what they say they will. It’s not much to ask!

Now, that doesn’t seem so hard now, does it? well, you might be surprised.  In fact managers so often fail to deliver, it’s little wonder that they  fail to create the respect and trust that they need to be effective  managers.

And there’s such a simple way to ensure that you are seem to deliver what you say you will.

Under-promise.

Here’s an example.

I  was once placed in a tricky situation. The organization I worked for  had a rigid salary review process – one that once a salary raise was in  place (and it was an annual activity) there was no way to change it.

Yet we had to make the budgets balance before we could tell out people what they had achieved and were going to shortly receive.

One  of my supervisors was not happy with the outcome of her review and came  to tell me so. In fact, I had inherited the review that year (from a  previous manager) and it seemed to me that there was just cause for her  concern.

But I couldn’t fix it there and then. In fact, although  there was a small window to ‘fix’ such matters – at the half year mark –  I wasn’t prepared to ‘promise’ an increase then even.

What I did  do was promise to take a further look at her situation and be as fair  with her as possible and depending on her meeting some criteria we  agreed.

I was never perfect at this. I did notice that because I  held ‘keeping promises’ in  high regard in my business life, I would  always do my best to ensure that I met the expectations others had of  me.

Under-promising has so many benefits – and it’s a tactic that  is very worthy of consideration, particularly when you have taken time  to create relationships with your people upfront.

Filed under Blog, Management Basics, Management Development Tips, Managing Me by Martin

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December 26, 2008

Building Trust – Three Key Management Tactics

Consistency is the key.

In the process of building trust, being consistent and predictable is vital.

If your behavioral patterns change from to week to week, trusting you becomes difficult. Your people get twitchy and uncomfortable when plans and expectations change too much.

Be Easily Available.

Your people you! That’s what you are a manager and a leader for!

Whilst there may be times when, for purposes of doing your own work, you need to remain undisturbed, there needs to be a balance. You are the manager and they will need you for specific involvement in day to day activities.

So, be around when they need you!

Maintaining confidences

Employees who you manage must be able to confide in you sensitive information, express concern and share problems.

People need to know that you can keep this confidential when they need you to.

Sometimes these can be personal matters and in such cases this becomes even more important.

Remember, you need to be seen to be trustworthy at all times.

Filed under Focus on Results, Managing Me by Martin

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December 12, 2008

2 Key Business Management Skills To Build Trust

If you trust others in your team, they will trust you.

A manager must develop an ability to trust others and create an environment of trust throughout the workplace. Really, it is better to assume the trustworthiness of employees to start with, rather than waiting for them to earn it.

Team members find it much easier to trust their manager if they feel trusted themselves.

Being honest In everything will build trust more.

Being open and honest is a key ingredient for generating trust. When you are open about your vision, actions and intentions, you will usually generate strong support.

Both good and bad news should be openly shared, reducing gossip and internal politics.

By admitting mistakes and not trying to cover them up, shows any manager to be a normal human being, just like everyone else!

Filed under Developing Your People, Management Basics by Martin

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