Restoring trust in your team? Here are 5 tips!

Creating trust among employees in a team

We've blogged about this before: a fat salary and a big lease car are nice, of course, but they aren't the most decisive factors when employees consider applying somewhere else. Having autonomy, a pleasant work atmosphere and enough challenge usually score much higher on the list. The foundation of these push factors? It all stands or falls with building trust. From the organization toward the employee, but also vice versa. 

“Trust arrives on foot, but leaves on horseback.”

You probably know that saying. It is incredibly true. Even before your employee has joined your company, the employee journey begins and so does the process of building a bond of trust. That is a rather fragile process, in which you can't afford too many missteps, however small. Every sloppy typo or, worse, broken promise puts a dent in that still-fresh acquaintance.

Those dents are also stored permanently in your employee's memory. Precisely because starting at a new employer is an impressive moment, every experience, positive and negative, comes in extra intensely. And later in their career, too, your employee keeps systematically filling the emotional bank account with you as an employer.

So make sure you have enough credits, to prevent your employee from making a run for it.

Yes, we can hear you grumbling. Of course, your bank account also needs to be filled well by the employee. So you can certainly set requirements for productivity, work ethic and loyalty. But above all, practice self-reflection, look in the mirror and ask yourself how you, as an employer, can make sure you are both happy and stay happy with each other. Ask yourself how you can create mutual trust in the best possible way.

Of course we have a few good tips for you. This is how you can restore trust in your team! 

Restoring trust in a team: 5 tips

1. ‍Create a safe environment

Do you sense in your bones that something isn't right in the working atmosphere between people? Don't hesitate and bring it up. By beating around the bush yourself, you keep that atmosphere going. Distrust grows and before you know it, you become part of the problem yourself.

So name what you feel and ask, in a positive, connecting way, how it can be solved together.

Create an atmosphere in which it feels safe to discuss everything with each other, however difficult. If someone tells you something in confidence, keep that information to yourself. Do encourage employees to discuss matters that directly affect the work with their colleagues themselves. Train employees to give each other constructive feedback, and of course set a good example yourself. Invite feedback and dare to be vulnerable. That can mean that your own decisions and actions are put under a magnifying glass too. Realize that this is fine: a critical eye is the lot of every manager.

But because it is now being named openly, you get the chance to tackle and solve it. And that is precisely the difference!‍

2. Split into smaller teams

If you have a large organization, it is often hard to create a personal work atmosphere and work efficiently. It can then be a good idea to split the organization into a number of smaller teams. You then actually get a few smaller organizations within an organization. Working on a somewhat smaller scale gives employees, for example, the chance to learn new things and take on responsibilities that in a larger organization are usually assigned by default to a staff department.

This can therefore be a good breeding ground for developing autonomy and growth.

Another advantage of a smaller team: it is easier to manage and coach. Colleagues get to know each other better and find it much more natural to seek out collaboration. Do make sure the team doesn't become an island that shuts out the rest of the organization. So consciously look for connections with other teams and see where you can strengthen each other.

3. Say what you do 

Be clear and comprehensive in the information you provide. Ensure communication is transparent, with no hidden agendas. If the organization is struggling financially, keep your employees informed about developments. They might just have brilliant ideas for solving the problems.

If something complex, like a reorganization, is on the horizon, don't keep it to yourself for too long. The rumor mill, often fueled by misinformation, usually starts turning sooner and faster than you think. By informing people in time, you not only maintain control over the method and content of the communication, but your employees' trust in you as a manager will also grow.

If they can count on being informed quickly and accurately, they will be more likely to think along with you and remain loyal. In good times and bad.

‍4. Do what you say

‍A deal is a deal. It sounds simple, but unfortunately, promises are often broken. Sometimes this is understandable, as circumstances can change unexpectedly. Everyone understands that a big bonus for a travel agency employee might not be feasible during a crisis like COVID. However, a credible—but perhaps too impulsive—promise from a manager creates expectations. If that promise is later retracted, it leaves a scar on an employee's trust that is difficult to heal.

5. Foster a positive work environment

Let's be honest, nobody whistles their way to work every single day. But even if you wake up on the wrong side of the bed, it helps to know there is a positive vibe at the office and that you can talk to your colleagues. It helps you bounce back! In a positive work environment, you feel safe being yourself, and making a mistake is not the end of the world. You don't have to point fingers; instead, you are given the space to take responsibility and learn from it.

Tip for every manager: always look at the glass as half full. Do you see talent blossoming or a good result? Acknowledge it and give a compliment.

You don't have to hand them out daily, unless there is a good reason, of course. The appreciation must come from the heart; otherwise, it won't ring true and you will miss the mark entirely.‍

Want to build more trust online?

‍Smart online solutions can also contribute to the positive development of your organization. Think of accessible information portals, easy-to-use surveys, or simple ways to request 360-degree feedback. Feel free to contact us if you would like to know more!