A company that operates without trust isn’t likely to be a long-term success. Members of your team need to know that their leaders have everyone’s best interests in mind and not just the company’s bottom line. This fact is even more imperative as many workers still remember being burned by the businesses for which they worked during the last recession.
To help you create and maintain a sense of trust with your admin employees, here are some tips to get you on your way.
Most employees understand that you can’t tell them everything that is happening within the business. However, they can also tell when something is being withheld that shouldn’t be.
Pertinent communication needs to happen in a timely fashion, and general communication should happen often. Whether this is through regular staff meetings, company newsletters or any other mechanism, keeping employees informed regarding upcoming changes is critical. Additionally, it provides an opportunity to reinforce company goals to ensure everyone is working with the same goals in mind.
Provide Effective Feedback
Some managers are surprised to find employees would rather receive effective and honest feedback then only have their praises sung. Being honest regarding what is going right in terms of performance and which areas can use improvement helps them develop professionally, something most top workers are looking to do.
However, when negative feedback is required, it is important to handle it in the right way. First, it is critical to guide employees towards a better path, not insult them for mistakes they have made. The idea is to open a dialogue that allows you both to discuss what changes can be made to create the needed improvement. By treating it as a joint venture, the employee will be more receptive. Plus, since there is a back and forth, you can be sure they fully understand the points as well as the actions required to get things back on track.
Never Badmouth Anyone
As a member of the leadership team, it is important to never badmouth any employee – regardless of whether they are a part of your group. As soon as an employee witnesses their manager speaking poorly of someone behind their back, it is easy to assume that they may also be the subject of such talk when you are speaking with someone else.
Once an employee hears a manager talking about someone behind their back, it may not be possible to ever fully regain their trust regardless of your actions towards them specifically.
When you make a commitment to your employees or anyone else in the business, it is important to follow through. Failing to meet your obligations, especially promises you chose to make, will not inspire trust and may even make them less motivated to meet their obligations. If you want your employees to keep their word, then you need to keep yours. It’s as simple as that.