Why don’t my employees trust me?

Trust is the bedrock of any successful team. Without it, communication fails, productivity decreases, and morale suffers. As a manager, gaining the trust of your employees isn't just a desirable trait – it's an absolute necessity. So, if you find yourself pondering the question, "Why don’t my employees trust me?" it's time to dig into the nuances of trust-building.

Henry Cloud, a renowned psychologist, sheds light on the essential components of trust through his powerful algorithm. Let’s break down his key points and explore actionable steps to foster trust within your team:

1. Understanding:

Your employees must feel understood. It’s not merely about hearing their words; it’s about truly comprehending their perspective. Imagine a dialogue as a game of catch. If you're only throwing balls without catching any in return, communication becomes one-sided. Actively listen, empathize, and strive to understand their experiences. Remember, sometimes they don't seek solutions; they seek understanding.

Action Step: Practice empathetic listening. Encourage open dialogue, validate their feelings, and demonstrate genuine interest in their viewpoint. Click HERE to learn more about listening.

2. Motive:

Transparency in motive is critical. Your employees need assurance that your decisions prioritize their well-being and the company's success, not just personal gain. Ambiguity or selfish motives creates skepticism and destroys trust.

Action Step: Communicate your intentions clearly. Ensure they don’t get the feeling you are making decisions for primarily your own personal gain. Remember, it’s not what your intentions actually are; it’s about how they feel.

3. Ability:

Competence inspires confidence. Your team must trust in your capability to make sound judgments and lead effectively. Doubts about your skills or expertise undermine trust and breed uncertainty.

Action Step: Showcase your expertise through consistent, informed decision-making. This isn’t perfection; be honest about your strengths and weaknesses.

4. Character:

Integrity is the cornerstone of trust. Your character – encompassing emotional intelligence, integrity, and authenticity – will contribute to trust. Can you empathize, connect, and manage emotions effectively?

Action Step: Lead by example. Demonstrate integrity in your actions, prioritize ethical conduct, and cultivate a culture of respect and empathy.

5. Track Record:

Past behavior predicts future actions. Your track record serves as a mental map for your employees, influencing their expectations and trust levels. Consistency in decision-making builds credibility and reinforces trust.

Action Step: Reflect on past decisions and their outcomes. Identify patterns of behavior that instill confidence or raise doubts, and proactively address any concerns through transparent communication.

Trust isn't built overnight; it's nurtured through consistent effort, integrity, and empathy. Remember, trust is a reciprocal relationship – as you invest in earning your employees' trust, they'll reciprocate, fostering a culture of mutual respect and collaboration.