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Gaining Employee Trust – How to Build Trust with a Team · Enhance.training

• 0:00
  SPEAKER_00: Why is trust important in the workplace?
• 0:03
  SPEAKER_00: Gaining employee trust is an essential step to building a team.
• 0:07
  SPEAKER_00: Teams outperform groups of individuals hands down.
• 0:10
  SPEAKER_00: When you build trust within your team, the working environment becomes much more enjoyable for all.
• 0:15
  SPEAKER_00: Team members look out for each other, help each other, and tackle problems together.
• 0:20
  SPEAKER_00: All these benefits increase the team performance and reduces staff turnover, reducing the cost of recruiting and training new staff.
• 0:28
  SPEAKER_00: Every company wants better performance for lower cost.
• 0:32
  SPEAKER_00: If you are the manager delivering this, what would the company do for you?
• 0:36
  SPEAKER_00: I don't think you can employ tricks or short-term tactics in winning the team's trust at work.
• 0:42
  SPEAKER_00: Booking in days of team building exercises and trust building exercises rarely moves the trust style much.
• 0:48
  SPEAKER_00: Building trust takes work, being genuine, showing who you are and it doesn't happen overnight.
• 0:54
  SPEAKER_00: I'm sharing seven ways to gaining employee trust that encourage trust with your team in the short term and the long term.
• 1:02
  SPEAKER_00: Firstly, understand two different types of trust.
• 1:05
  SPEAKER_00: Secondly, listen and act for gaining staff trust.
• 1:09
  SPEAKER_00: Third, empowering your employees is trust and action.
• 1:12
  SPEAKER_00: Fourth, consistency of action creates trust.
• 1:16
  SPEAKER_00: Fifth, openness and transparency builds trust.
• 1:19
  SPEAKER_00: Sixth, trust is created when leading by example.
• 1:23
  SPEAKER_00: And then seventh, act for the benefit of your team to gain trust.
• 1:27
  SPEAKER_00: All of the approaches I talk about need to be employed from the heart, from a genuine and honest desire to help and support your team members.
• 1:35
  SPEAKER_00: If you approach them as techniques to employ for winning the team's trust, rather than seeking to build genuine two-way trust, they simply won't work.
• 1:44
  SPEAKER_00: A manager needs the team's trust to enable their own success.
• 1:49
  SPEAKER_00: A manager creates value through others through their team.
• 1:53
  SPEAKER_00: Their team's performance is a key way a manager's personal performance will be judged.
• 1:58
  SPEAKER_00: To gain the trust of a team, and a manager should lead the way and trust their team members first.
• 2:05
  SPEAKER_00: My name is Jess Coles, and if you're new here, Enhanced.training shares people, management expertise, resources and courses teaching you how to build higher performing teams.
• 2:16
  SPEAKER_00: We have lots of free resources and webinars available to add more depth to your knowledge or save you a ton of time.
• 2:23
  SPEAKER_00: So do visit us at enhanced.training to make use of these.
• 2:27
  SPEAKER_00: To start building trust in a team, you need to firstly understand two types of trust.
• 2:33
  SPEAKER_00: Everyone is different, and we each place more value on one type of trust compared to the other.
• 2:39
  SPEAKER_00: Two different types of trust in the workplace.
• 2:41
  SPEAKER_00: Firstly, job-based trust.
• 2:44
  SPEAKER_00: Job-based trust or cognitive trust is your trust in a person to do their job well, to undertake an activity and do it well.
• 2:52
  SPEAKER_00: This trust is important in teams when everyone is relying on their teammates to do their tasks and jobs at least as well as themselves.
• 3:00
  SPEAKER_00: And secondly, relationship-based trust.
• 3:04
  SPEAKER_00: Relationship-based trust or effective trust is built on empathy, emotional connection, and genuine feelings of concern and care.
• 3:11
  SPEAKER_00: Our feelings about the other person's intentions, values, and integrity all feed into this type of trust.
• 3:18
  SPEAKER_00: Relationship trust in action is when, say, a friend has had a really bad day, you sit and listen without trying to fix the situation as they blow off steam.
• 3:28
  SPEAKER_00: Even though you had an amazing day, you won't breathe a word about it.
• 3:32
  SPEAKER_00: A demonstration of putting their interests before yours.
• 3:36
  SPEAKER_00: Building both types of trust are important in the workplace.
• 3:40
  SPEAKER_00: Some place more value on the jobs-based trust, others on relationship-based trust.
• 3:45
  SPEAKER_00: Who wants to follow a leader that is a liability in their job?
• 3:48
  SPEAKER_00: Equally, who enjoys having a manager great at the technical side of their job, but who you don't trust to look after you in the slightest?
• 3:56
  SPEAKER_00: In winning employee trust, you need to build both relationship and job-based trust.
• 4:02
  SPEAKER_00: The second action is to listen and act for gaining staff trust.
• 4:06
  SPEAKER_00: Listening to team members, that is hearing what they say, taking it in and understanding it, is a good demonstration that you value their ideas, input and solutions.
• 4:17
  SPEAKER_00: Acting on at least some of these ideas is even more important.
• 4:21
  SPEAKER_00: Acting on their ideas and input is a visible public vote of confidence and trust in them.
• 4:27
  SPEAKER_00: The best way to kill off staff giving you ideas is to listen and do nothing.
• 4:32
  SPEAKER_00: You will also kill off some trust by doing nothing.
• 4:35
  SPEAKER_00: Listening to staff and visibly acting on their good ideas and solutions will build trust with the team members and demonstrate you care and value them.
• 4:43
  SPEAKER_00: Listen and act.
• 4:46
  SPEAKER_00: The third action to winning the team's trust at work is empowering your employees.
• 4:52
  SPEAKER_00: Empowering staff is a demonstration of your trust of your employees.
• 4:56
  SPEAKER_00: If you don't show your trust of your team members, why do you expect them to trust you?
• 5:01
  SPEAKER_00: Extend trust to earn trust back.
• 5:04
  SPEAKER_00: Trust your team members to do their job.
• 5:07
  SPEAKER_00: Give them clear direction, set clear expectations, and then stay out of their way.
• 5:13
  SPEAKER_00: Don't, firstly, micromanage them, be overly controlling or check up on them every five minutes.
• 5:18
  SPEAKER_00: Secondly, don't only set them tasks, which limits them practicing their problem solving, organization and general thinking.
• 5:26
  SPEAKER_00: Third, don't ignore their ideas, input or solutions.
• 5:31
  SPEAKER_00: Do firstly stay out of their way so they can do their jobs.
• 5:35
  SPEAKER_00: Secondly, delegate problems to those capable of solving them and delegate problems and coach those that can almost solve the problems.
• 5:43
  SPEAKER_00: Third, do ask for their opinions, ideas and solutions and act on them.
• 5:49
  SPEAKER_00: Fourth, ask them for their help to solve problems relating to their areas or impacting the broader team.
• 5:55
  SPEAKER_00: Fifth, invite them into group problem solving or planning sessions.
• 6:00
  SPEAKER_00: There are so many ways that you can empower employees and show team members that you value them, respect their skills and want to hear their ideas.
• 6:10
  SPEAKER_00: Fourth is consistency of action creates trust.
• 6:14
  SPEAKER_00: In any leadership position, consistency is a big deal in creating emotional safety and trust with your employees.
• 6:21
  SPEAKER_00: Humans love patterns.
• 6:23
  SPEAKER_00: Our brains are wired to recognise and use patterns as it saves our brains a lot of energy.
• 6:29
  SPEAKER_00: And patterns are also key in our survival mechanisms.
• 6:33
  SPEAKER_00: Creating consistent patterns creates psychological safety.
• 6:37
  SPEAKER_00: In contrast, I watched a leader at work one day give a prize publicly to one of his team members, and then about three weeks later suddenly fire that same person.
• 6:48
  SPEAKER_00: What message did that set of actions send to everyone in that leader's team?
• 6:53
  SPEAKER_00: I had several very worried, afraid people talk to me about it afterwards.
• 6:58
  SPEAKER_00: Consistency of actions, decision making, and behaviours all build trust.
• 7:03
  SPEAKER_00: Employees know in a given situation the action that you as a manager will take is likely to be X or something close.
• 7:11
  SPEAKER_00: This consistency extends psychological safety to your employees and builds trust in you because they know what to expect.
• 7:19
  SPEAKER_00: Fifth, openness and transparency builds trust with employees.
• 7:24
  SPEAKER_00: In the workplace, being open and transparent allows employees to form their own opinions based on the same information that you're looking at.
• 7:31
  SPEAKER_00: When they reach the same or similar conclusions and agree the action you plan makes sense, you start gaining staff trust quickly.
• 7:40
  SPEAKER_00: I spoke to the owner of a very unionised business in a declining sector.
• 7:45
  SPEAKER_00: There was a lot of distrust between the union and the management.
• 7:49
  SPEAKER_00: The union was pushing for higher pay.
• 7:52
  SPEAKER_00: Management was trying to keep the business alive.
• 7:54
  SPEAKER_00: As soon as the management opened the books, showed the workers in the union the finances, the budget, and talked through their plans, all the animosity and distrust dropped away.
• 8:05
  SPEAKER_00: Both management and workers started working as a team for the first time in decades.
• 8:10
  SPEAKER_00: So regularly share with your team first the financial targets and progress against them for both the company and the team.
• 8:17
  SPEAKER_00: Secondly, talk through what is happening in the company, why it will help hit targets and what and how the team can contribute.
• 8:25
  SPEAKER_00: Third, discuss the problems and challenges being faced by the team and the business.
• 8:30
  SPEAKER_00: Fourth, explain everyone's responsibility on the team and who is doing what and why.
• 8:36
  SPEAKER_00: Fifth, tell the team your personal thoughts and views when appropriate rather than just repeating the corporate messaging.
• 8:43
  SPEAKER_00: Being open and transparent is incredibly powerful to building trust with your team.
• 8:49
  SPEAKER_00: Sixth, trust is created when leading by example.
• 8:53
  SPEAKER_00: As a leader or manager, what you do is in the spotlight all of the time.
• 8:58
  SPEAKER_00: Every action, decision, and behavior are observed by staff members and it impacts their trust of you.
• 9:04
  SPEAKER_00: How you treat team members and colleagues impacts their trust of you.
• 9:08
  SPEAKER_00: Create trust by living the same rules you are asking your staff to live by.
• 9:13
  SPEAKER_00: Being open and transparent shows that you are accountable in the same way that you are asking your staff to be.
• 9:19
  SPEAKER_00: Work to hit your personal targets as well as helping the team overall hit their targets.
• 9:25
  SPEAKER_00: Treat others how you want to be treated.
• 9:27
  SPEAKER_00: Give them the trust and respect that you want back in return.
• 9:31
  SPEAKER_00: In short, lead by example and do this consistently day in and day out to build a trust with employees.
• 9:38
  SPEAKER_00: Seventh, act for the benefit of your team to gain trust.
• 9:42
  SPEAKER_00: One of the most powerful ways for how to build trust within your team that I know is visibly working hard to help your team.
• 9:50
  SPEAKER_00: A few suggestions.
• 9:52
  SPEAKER_00: Firstly, deal with the problematic people and behaviours in the team.
• 9:55
  SPEAKER_00: Secondly, protect the team from distractions, politics, low-value requests and the games other managers play.
• 10:02
  SPEAKER_00: Third, create clear direction and keep yourself and the team focused on that direction.
• 10:07
  SPEAKER_00: Fourth, actively look for and remove problems that hamper your team members' efforts and success.
• 10:13
  SPEAKER_00: And fifth, work hard to help your team members develop relevant skills and broaden their experience.
• 10:19
  SPEAKER_00: A big part of being a successful manager or leader is acting in service to your team.
• 10:25
  SPEAKER_00: By actively and visibly using all the skills and experience at your disposal to help the team.
• 10:30
  SPEAKER_00: Overall, you are showing that you are doing your best, your part in creating the team success.
• 10:35
  SPEAKER_00: Serving your team is a brilliant way of winning team trust.
• 10:40
  SPEAKER_00: So, in summary, gaining employee trust and working out how to build trust within your team in a genuine, open and empathetic way is incredibly important as a manager or leader.
• 10:51
  SPEAKER_00: Without trust, you don't have a team, only a collection of individuals.
• 10:55
  SPEAKER_00: A team will outperform a group of individuals any day.
• 10:59
  SPEAKER_00: Your key job as a manager is to increase team performance.
• 11:03
  SPEAKER_00: Encourage trust with your team using the seven actions that we have discussed.
• 11:08
  SPEAKER_00: Building a higher performing team starts with building trust with your team and within your team.
• 11:15
  SPEAKER_00: To recap, we have been through these seven steps to gain the trust of your team.
• 11:19
  SPEAKER_00: Firstly, understand two different types of trust.
• 11:22
  SPEAKER_00: Secondly, listen and act for gaining staff trust.
• 11:25
  SPEAKER_00: Third, empowering your employees is trust and action.
• 11:29
  SPEAKER_00: Fourth, consistency of action creates trust.
• 11:32
  SPEAKER_00: Fifth, openness and transparency builds trust.
• 11:36
  SPEAKER_00: And then sixth, trust is created when leading by example.
• 11:39
  SPEAKER_00: And then seventh, act for the benefit of your team to gain trust.
• 11:43
  SPEAKER_00: If you have any questions on gaining employee trust, how to build trust with a team, please email me at support at enhance.