Management essentials: three ways for managers to build trust

If you want to succeed as a manager, you need to build relationships of trust with your team.

If they don’t trust you, nothing else matters: nothing you do will land right, the extra-mile won’t be run, the box won’t get thought outside of, no one will be saluting what you run up the flagpole … in short, creativity and motivation will drag sluggishly along the floor no matter how much cake you bring in on a Friday.

In fact, if our untrustworthy manager brought in cake on a Friday, what would you think?

You’d probably assume some sneaky ulterior motive, that they were trying to ingratiate themselves or bribe you with superficial treats … although obviously you’d still eat the cake, just to be polite.

If you’ve ever had a manager you didn’t trust, you won’t need much persuading on this point.

Saying you need trust in the team will seem like a statement of the blindingly obvious – and I’d agree with you, so imagine my surprise when someone once interrupted me to say:

We don’t have the luxury of building trusting relationships, we need people to get on with it and deliver

Someone on a management training course once (yes, seriously)

Hands up who wants to work for this person?

Thought not.

So, I am disappointed I need to do this, but I will start with three reasons why building trust is worthwhile, before going on to share three things you need to do to build trust in your teams.

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