Skip to main content

If you want to connect with your team, you need to reach them on a level that they can relate to. To get results, they have to recognize that there’s something in it for them – that’s just human nature.

Trust isn’t commonplace in organizations as most employees come to fear their direct supervisors rather than trust them. And if the employee doesn’t fear their manager, then they probably don’t take them all too seriously.

There are typically two types of leader – the pushover and the tyrant. And you probably lean towards one more than the other. Because pushovers focus too much on pleasing their team while the tyrant has a win-at-all-costs personality, you need to aim to be somewhere in the middle. What you want is for your team not to be afraid of you, not walk all over you, but ultimately, respect you.

And to gain your employee’s respect, you need to build trust. Trust can be achieved by being transparent. By being transparent with your intentions and information, employees feel welcomed in the discussion about company strategy and information. They feel invested in the company.

Remember, to be trusted, you need to give trust. Here are 5 actions that will help you develop a trusting relationship with your team through transparency:

Explain your transparency

If transparency is new to you, you’ll have to be transparent about the reasons why you’re promoting transparency and if you have limitations. For obvious reasons, there are boundaries to what you can tell your employees. Explain to them why you can say the things you can and why you can’t for everything else.

Make sure you’re aligned with your peers and employees

Nothing ruins trust faster than inconsistency. If your team is learning one thing from you but hearing something else from another source, you’ll end up in an uncomfortable position where you have to explain yourself. And while you may have spoken the truth, multiple resources with conflicting information is always a recipe for trouble.

Address rumors

When organizations lack transparency, lingering minds combine with wagging tongues. People start to guess what goes on behind closed doors. If you catch wind that there is a rumor going around, address it immediately before it causes any damage.

Create a structure for transparency

Build a forum where everyone can freely exchange information. When employees feel that there is a channel for them to express their fears and concerns, trust is improved throughout the entire organization.

Know your limits

While it’s important to have your employees involved, some information could potentially be harmful particularly if you don’t have all the facts yet. Instead of causing a state of panic, wait until you are in a better position to share the news that has been validated.

Do you have problems with building trust in your organization? Are you hesitant about promoting transparency within your peers and team? I think I can help you. Connect with me for more Leadership Insights!

Let’s have a chat:

Leave a Reply


Inscape Consulting Group
Greg Nichvalodoff, BSc. BM (Honors), MBA, PCC, CMC
Office: 604.943.0800
Mobile: 604.831.4734