 How managers build trust in teams matters being able to build trust quickly is more than just a skill Building trust starts with your approach to the team what you believe in and how you display this with your team as much as what you say and do If you don't have the trust of your team, you don't have a team You will struggle to lead people who don't trust you You'll struggle to maintain or improve team performance and you will struggle to do your job as a manager Trust must be earned and building trust does take work and personal commitment I'm not sharing tips tricks or techniques I am sharing trust building principles that will work with all teams and consistently over years You can tell your team exactly what you're doing and get the same result trust being built Today, we're going to go through these five principles for how managers build trust in teams And as we go through I'll be giving you practical tips to implement so you can improve your trust building today and onwards My name is Jess Coles and if you're new here in Hans dot training shares people management expertise Resources and courses so you can manage your team with integrity and fairness and get outstanding results I've included links to additional videos and resources in the description below as well as a video timestamps So do take a look at these And if you like this video, please give it a thumbs up and subscribe The first principle for how managers build trust in teams is practice what you ask for I've seen managers ask for the team to be honest and realistic and then when answering questions two minutes later Provides a corporate tagline what they've been told to say that they clearly don't believe in If winning team trust is what you want You must practice what you ask for if you'll want your team to tell you the truth then tell them the truth If for example, if you have been told to tell the team a specific message Which you don't really believe in then say to your team that you've been told to say a certain message Which is xxx and that is all you're allowed to say This conveys the message needed balance with being honest with the team and keeping your bosses happy Every action decision and behavior you undertake communicates what you believe in to your team and those around you Ensure the actions and decisions that you take and the behavior you display matches what you believe in This is managing with authenticity, which in my view is absolutely critical to building trust What you believe in and demonstrate consistently is what your team will trust Another example to be trusted as a manager. You must trust your team in Micro-management checking up on people every hour not taking what they say is the truth Are all actions that don't extend trust from you to your team? If you are not practicing trust, how will you be trusted in return? When building team trust think carefully about your decisions and actions before you take them Ask am I making this decision or taking this action for the good of the team If you consistently make decisions and take actions that help the team that move team members or the whole team towards team targets Then you will build trust If you make decisions or take actions to help yourself to advance your career or to protect yourself Rather than help the team your team will know or find out and trust will be damaged or destroyed If you have no trust you have no team So practice what you ask for do your best to live the rules that you set for your team lead by example and do what you're asking The second principle for how managers build trust in teams is tell it's how it is. I Really like to know where I stand if I'm doing a rubbish job I want to know so I can change what I'm doing if I'm doing really well Then I want to know why I'm doing well so I can do more of it in the right context If you're not prepared to share what you think and believe in then how will your team trust you of course you have to share What you think diplomatically you need to be empathetic you need to be considerate be all those and still be true to yourself When a team member is not doing well tell them how they can improve in private and make the time to help them improve Be specific and be helpful and tell it's how it is When creating trust at work, you should also be aware of when you mess up You admit your mistakes honestly admit you have doubts about what you've been asked to do by others Explain the true extent of the challenge being faced by the team or by you There is a balance between sharing errors and mistakes and looking incompetent or displaying too much weakness Keep on the right side of this line and you'll build a lot of trust of your team by showing some of your weaknesses Tell it how it is when the situation is positive shout about it from the rooftops When the situation is negative be careful how you communicate the message while still telling it how it is Being open and honest while being true to yourself creates a lot of trust The third principle for how managers build trust in teams is build personal connections Trusting someone to do a task is quite different from trusting the other person to look after us as a person For example, I thought my worst boss was great at many of the tasks he needed to do in his job And I trusted in how well he would do them. I didn't trust him to help me to look out for me in the slightest Same to people to very different levels of trust In my view to be a good manager or leader building trust on a personal level is way more important than building trust in your professional skills or Technical competence. Yes, the latter counts and are important Consistently demonstrating that you care about your team members that you keep their interest in mind in making decisions That you go out of your way to help them or have their back Even if it costs you personally is key in how managers build trust in teams So get your mindset and approach to your team really clear in your own mind and make sure it's focused on helping team members and the team overall Then work to help and support team members show your willingness to protect them from the politics your unreasonable demands, etc Show you want to help them move their careers forward at a pace that suits them Work to consistently demonstrate that you are working for the interests of the team and when aligned the interests of the individual in your team Build personal collections with your team and show them that they can trust you to look after their interests The fourth principle for how to managers build trust in teams is to champion transparency and openness Work with your team to narrow down what tasks activities and projects Make a difference to the team's results and how the team is going to reach and beat targets Then you can align the team's roles and responsibilities clearly with how the team is going to meet and beat team targets Work to educate the team in what matters to the team's performance and how each person can contribute to that performance When every team member understands the what and the why then work on creating open and transparent Measurement of progress towards team targets There are several reasons for creating measurement Firstly numbers are clear cut unlike opinions. Everyone will know how they are doing Secondly you tap into peer pressure. No one likes letting team members down or not pulling their weight Third you and the rest of the team can spot problems quickly and step in to help equally quickly Creating transparency and the openness in a team is a big step towards building trust Everyone is looking at the same information and making judgments and decisions based on the same information The team can see that the data is telling them the same thing you are The more consistent the picture the more trust you build and the quicker you build it The fifth principle for how managers build trust in teams is to listen and act on what your team provides As a manager listening to your team and acting on what they tell you is priceless They are closer to the action than you are likely to be They'll be the first to spot problems and probably be able to create good solutions or at least input into creating good solutions Listening to what they tell you and acting on the issues or suggestions provided is a great way of building team trust You are taking team members seriously. You are showing you value their ideas opinions and solutions by acting on them Picture this scenario a team member has a problem comes over and tells you about it You ask questions to understand more about the problem and check on the data to make sure you're being told the complete picture Then you work to get the problem solved permanently Think about the messages that you are sending the messages will include Yeah, first of your problems are important to me and I will work to solve them with you or for you Secondly, I trust you to bring me the issues that you struggle to solve and that they are impacting you Third your issues and ideas matter. So I will listen to you and consider what you tell me Fourth, I want you and the team to do well Fifth, I want you to bring me more issues so we can solve them and sixth. I respect you as a person Now you get the idea. There is a lot of trust being built in this simple scenario You're looking out for them. You are helping them. You are doing what most people would think is the right thing Listening and acting on what the team tells you is a great display of your trust on your part of the team members And they will trust you more for taking sensible fair action as a result Listening is a more important management skill than giving great speeches by far in my opinion listen to your team In summary, there is a lot that goes into how leaders build trust and teams Gaining trust at work is more about what you believe in the actions and decisions you take and the behavior you display than about what you say Be true to your beliefs while also balancing what you need to do in your job as a manager Being authentic to yourself is a key part of building team trust Pay a lot of attention to your actions decisions and behaviors Each is communicating what you believe and think to your team The five principles we have been through to get your team to trust you are Firstly practice what you ask for Secondly, tell it how it is third build personal connections fourth Champion transparency and openness and fifth listen and act on what your team provides If you have any questions on how managers build trust and teams Please leave them in the comment section below and I'll get back to you Thanks very much for watching and I look forward to speaking to you again soon