Trust Is Earned, You Don’t Get It For Free

Trust is among the most important aspects in the relationship between the employee and the employer and vice versa. You can’t achieve anything if you don’t reach at least a decent level of trust in your relationship with your manager or your subordinates.


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As a manager, if you don’t trust your employees, you are forked… to put it mildly, because the first requirement of delegation is trusting someone to do a job. Without trust, you can start doing everything yourself, because you feel it’s too time consuming to teach others. Sounds familiar?! The main cause of this is the lack of confidence: no one can do a better job than you, which sets yourself on a crash course to failure – you cannot do everything and you don’t need to. 

Once you trust your team more, so shall productivity rise: you don’t need to check on everyone’s potty schedule. In case you have employees who work from home, there is no chance you can survive if you don’t trust them. 

If your reports don’t trust you, they will never offer their full potential. They must feel you are there for them, to hold their back and not to count mistakes; even screwing up from time to time still means progress. 

“I never lose. I either win or learn.” Nelson Mandela

If an employee wants to dodge work, he/she can do it right in front of you and simulate hard work for eight straight hours on a role, but for everyone’s sake he/she should be able to trust in you as their manager. If you don’t trust them, why would you hire anyone?! Only to turn them in a ‘Mini-Me’ team?

If you haven’t done this until now, show that you trust them and they will start trusting you. Don’t start with the presumption of guilt and assume good intentions – also when it concerns people’s jobs or their relationships with the manager. 

Good luck trusting!

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