Build trust with your team members

When colleagues trust each other, they and their organizations benefit. Their work relationships are strong, they are more committed, and they are better able to make a positive contribution. They are more productive at work, have more energy, and are less stressed. They collaborate better, and they stay with their employers longer than people at low-trust companies—all of which fuels stronger performance. A strong foundation of trust, therefore, advances the dignity elements of freedom and independence, safety, acknowledgment, and more.

Managers and other organizational leaders are key to establishing trust among team members. They can do this in a variety of ways: by behaving in a consistent – not erratic, unpredictable or erratic – way, promoting fairness and equity, recognizing a job well done (which promotes retention), allowing control and independence, authentically leveraging employee voice and perspectives, showing vulnerability, consistently nurturing development, encouraging consistent relationship-building, and being transparent.

A unique foundation of trust exists between employees and their employers, but it can quickly be broken down. Leaders have a special opportunity, as employer representatives, to honor the reservoir of trust that exists, deepen it for all, and broadly set the trust tone. Failing to do so, including by being uncaring or uninspiring, is a key reason why employees leave their employers. (McKinsey and PwC)

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