Should it be shocking that I’ve talked with 4 people recently who were onboarded during COVID and still don’t really know their coworkers? They don’t like it and neither do I.
Trust promotes loyalty, creativity, and innovation. But how can trust be built if employees aren’t given time to build connection with each other?
Last week I pointed out that bad communication is a reason we distrust leaders. This week, I want to help YOU, all of my loyal and interested readers, build more trust with the people you work with. Here’s how:
Be Interested. If you feel like you don’t know each and every person on your team, or if you can’t explain what a person does to someone else, it’s time to get interested. Don’t wait for someone to reach out to you. Go first. Set up a one-on-one and come with a few questions that will help you learn who they are and what they do.
Be Honest. If someone doesn’t have the full story, they will create a story because our brains are hardwired to fill in missing bits of information. The danger is that our brains fill in the missing bits with negative information. So, if there is a reason you can’t share information (you have been asked to keep it confidential, it isn’t your place to share, you don’t have the authority, etc.), be honest. Tell people why to reduce the whirlwind of negative speculation.
Be Accountable. Let people know when you mess up. It is a form of Grant G Factor (giving yourself and others permission to make mistakes). Own your mistake and communicate your plan to fix it. Doing this not only communicates that you are human just like everyone else on your team, it encourages others to be accountable too.
Be Supportive. Ask people what they need, then provide it. If you can’t provide it, see above.
Now, go out and build more trust!
Pssst … watch for my upcoming official announcement about my first-ever, amazing, fantastic digital course … coming soon.
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