How to Create Trust With Your Employees – JP George

mickyates ideas, Inspiration, Leader, leadership, Organization, Teams, Trust 0 Comments

The act of reading this article shows concern for your staff. It’s certain you have many traits that generate goodwill. Some work practices that encourage trust may already be in place. Conversely, perhaps you’re rebounding from a blunder.

A 2013 study of 290 companies found that employee trust has a significant impact on business performance. Employees who esteem their manager will likely give their best. Here are ways to foster credibility.

  1. Connect on a personal level.

Authoritative positions imply power and influence. Employees automatically fear threatened by corporate stature. This is the observation of psychology professor David DeSteno, author of The Truth About Trust.

You can counteract this anxiety by personally connecting with your staff. Inquire about their interests, hobbies, and family life. Likewise, lower your guard, allowing them to see you as a fellow human being.

Potluck meals promote bonding. Invite staff members to contribute their signature dishes. Some firms host onsite barbecues or off-site picnics. Informal gatherings and sharing food encourage camaraderie.

At staff meetings, announce milestones and achievements, like a child’s graduation, running a marathon, or supporting a charity event. You can also use this forum to give glimpses of your personal interests. You needn’t befriend staff members, but showing you care about them is edifying. From Entrepreneur, here are ways to engage your team.

  1. Keep staff apprised of developments.

Distrust ensues when employees are kept in the dark about work issues. Lack of adequate information breeds insecurity. Even if announcements are potentially upsetting, keep your staff in the loop of company status. Although confidential data is off-limits, try to share what directly affects your team. When feasible, divulge meeting outcomes, business decisions, and your company’s financial standing.

Transparency shows respect and concern for workers. Secrecy undermines trust. Coax goodwill by being honest, underscoring your integrity.

  1. Inspire versus issuing orders.

Employees are more likely to stay with a company that motivates rather than pressures them. There are several ways to spur incentive. One method is modeling enthusiasm. Smile often, make positive comments, and be agreeable. Demonstrate the dedication you’d like to see in your staff.

Note the strengths of each individual, tailoring work to their talents. You can also adapt tasks to personality type. Introverts may excel at telephone customer service. Outgoing staff may be comfortable with presentations. By customizing workers’ responsibilities, you’ll foster commitment to the business in ways that match their abilities.

It’s important to show workers their contributions matter. Emphasize that every role enables your company to function and thrive. For example, if your business has a year-end sales goal, assert that it can’t be met without their vital efforts.

Also, roll up your sleeves, and help with the grunt work. Brew coffee, make copies, run errands, and pitch in where help is needed. By jumping in the trenches alongside workers, you’ll be seen as a team player rather than an aloof boss.

  1. Show appreciation.

Feeling valued is a powerful motivator! When attributes and achievements are recognized, employees are inspired to do their best. Here are some novel employee appreciation ideas:

  1. Have employees vote for “CEO of the Day.” The honoree gets to grant a company-wide privilege, such as:
  • 15 minutes extra for lunch
  • 20 minutes of dancing in the cafeteria
  • 30 minutes of karaoke in the conference room
  1. Arrange lunch for staff with the company president. It’s his job to primarily discuss employees’ personal interests. Curb the office talk!
  1. Offer spontaneous, on-the-spot gifts, acknowledging shining acts of service. For example, reward an eloquent presentation, outstanding telephone etiquette, and a can-do attitude. Possible awards could be gift cards, movie tickets, or leaving 15 minutes early.
  1. Acknowledge special events in a parent’s life with a work-from-home day. This privilege spares the stress of juggling work and family activities. They’re free to be present for their child’s dance recital, school performance, or starting kindergarten.
  1. Bestow a traveling trophy. When you see an employee excel at a task, confer an award they can showcase for a specific length of time. Here’s how to establish a traveling award program.
  1. Grant early departure to a deserving employee with a surprise email, saying, “It’s a beautiful day. Enjoy the rest of it!”
  1. For employees who work long hours, mail thank-you letters to their home addresses. This gesture acknowledges their sacrifice of personal time.

Here are additional ways to recognize employee efforts.

  1. Provide growth opportunities.

You can also instill trust by supporting employee advancement:

  • Host on-site classes and in-service demos.
  • Pay the tuition for courses related to your industry.
  • Fund attendance at business conferences.
  • Enroll staff in expense-paid seminars.
  • Buy a subscription for your team to a career-related magazine.
  • Send employees on business retreats, combining training with relaxation.
  1. Act on feedback.

There are several ways to elicit staff opinion. Some companies display a Suggestion Box. Others send out questionnaires and tabulate results. You can canvass advice at staff meetings. Hold brainstorming sessions or create a think tank. Have you heard this buzzword – hackathon? Computer wizards meet, tackle a problem, and design solutions for websites and mobile apps.

Then, after obtaining insightful ideas, work them into your policies. For example, implement suggestions that can increase revenue, save costs, enhance safety, improve customer service, or upgrade quality standards.

Staff ideas are the basis of innovation! Even somewhat peculiar concepts can be tweaked to succeed. Ingenious products developed by employees are Post-It notes, Gmail, and Sony PlayStation.

Here are other examples of impressive inventions birthed from staff suggestions.

  1. Shun gossip and favoritism.

Both ends of the spectrum kill staff regard for management. Badmouthing an employee hurts a team in two ways. First, it shows they’re vulnerable to the same lack of professionalism. Secondly, it reflects poor leadership. Great managers uplift rather than downgrade employee morale.

Preferential treatment generates bitterness and jealousy among those not favored. Discrimination can be subtle, such as revealing information to certain employees first. It can also be blatant, like only inviting an elite few to lunch. Both types of behavior are prejudicial, a trait contrary to trust.

  1. Follow through on promises.

When a manager defaults on their word, it jeopardizes faith. Even if a lapse stems from forgetfulness, employees feel betrayed.

Make your words golden. If you pledge to discuss an issue with higher-ups, report back to staff with the outcome. If you promise to discipline an employee who’s wronged another, don’t shirk the responsibility. To maintain staff loyalty, keep your commitments.

Here are additional ways to build employee trust.

Seeds of Success

Sow the seeds of trust, and you’ll reap teamwork, helping to reach business goals. To earn employee confidence:

  • Connect on a personal level.
  • Keep staff apprised of developments.
  • Inspire versus issuing orders.
  • Show appreciation.
  • Provide growth opportunities.
  • Act on feedback.
  • Shun gossip and favoritism.
  • Follow through on promises.

Your stellar employees will appreciate you.

How Leadership Has Changed in the 21st Century – Ryan Ayers

mickyates Change, ideas, Innovation, Inspiration, Leader, leadership, Organization, Technology 0 Comments

It’s easy to think that concepts like leadership never really change much from generation to generation, but it couldn’t be further from the truth. Leadership styles reflect cultural norms, and a lot has changed in the last 16 years. In the 21st century, leadership has changed as technology has taken over many aspects of our lives—and it will continue to evolve as time goes on. To be effective in the modern workplace, leaders need to understand how to adapt to new leadership styles. Here’s how leadership has changed during the 21st century.

Moving Away from Autocracy

During the 20th century, autocratic leadership was often the norm in most organizations. In an autocratic system, management makes all the decisions, and takes very little input from employees on the floor. Decisions are made based on the manager’s views and experience, and they have complete control of the group. Today, workplaces tend to be more collaborative instead of authoritarian, making this style of leadership start to fall out of favor.

More Flexibility

While the core qualities that make for great leaders stay the same, there is more flexibility in the accepted leadership styles of today’s organizations. Young companies are more open, accepting, and results-focused than ever, allowing leaders to use their creativity in order to succeed. There are several emerging styles of leadership that can work in different situations, including:

  • Democratic/participative: Input from team members is valued and used in decision-making
  • Transformational/inspirational: Leadership inspires team members to find internal motivation to reach specific goals
  • Transactional: Leadership provides rewards for certain accomplishments

Though these are very different leadership styles, they are often combined to account for different team’s unique qualities. Leaders are starting to become more aware of how differences in employees’ personalities and learning styles affect how they respond to leadership. Good leaders are emotionally intelligent and can pick up on cues from others to inform their approach to working with individuals.

Technology‘s New Role in Leadership

There’s absolutely no doubt that the rapid rise of the Internet has affected the way leaders manage their teams. Many employees work from home, and managing remote employees requires even more adaptability and constant communication. Technology affects everything from the way employees communicate with one another to the evaluation tools available to leaders. Technology can make leadership easier in some ways, but managers must use it well or it can make leadership disjointed and ineffective. Some managers use technology to avoid frank contact with employees—not a good use of these tools in a leadership role.


Leaders in every industry are learning that it pays to be open and transparent with employees about how the company, the team, and the individual is doing. Today’s leaders are generally more empowered to be transparent—inspiring a more engaged and productive workforce. Leaders get out there among the team and give them the information they need to succeed.

Inspiration Over Direction

As part of the move away from autocratic leadership, more leaders are finding success in leading through inspiration over rigid direction. Of course, leaders do still provide direction, but there is much more trust involved in modern leadership, allowing employees to become inspired to find internal motivation and enjoy unprecedented autonomy. Leaders still need to help their team when necessary, and keep employees accountable, but many leaders are finding that allowing employees the room to figure out problems on their own can yield better results than micromanagement.

It’s Always Evolving

Our economy has changed, thanks to the rise of technology and the desire for a more sustainable “circular” economy that helps preserve the planet and woo environmentally-conscious consumers. Only one thing is certain: leadership will continue to evolve over time, as business practices and cultural values change. Leaders need to be prepared for rapid change, and stay adaptable in order to succeed in modern leadership. Today, managers have many responsibilities, and juggling them successfully can be a challenge that leaders need to be prepared for. Expecting the unexpected is a good stance to take as we move farther into the 21st century.

Some Things Don’t Change

Certain leadership qualities never go out of style. The ability to connect with and inspire others makes for great leaders across generations. People with exceptional emotional intelligence can thrive in this new world of adaptive leadership, and aren’t restricted to just one type of leadership. Though the qualities of a good leader don’t change, the way we view leadership does—and that’s a good thing.