Trust is all about relationships

So, what is it that will help the manager build trust? People expect to earn the manager’s trust regarding their capabilities and skills. Once demonstrated, the individual wants the manage to extend trust back to them by allowing them a measure of control over their job. Individuals on the team seek the trust from the manager that they will contribute to the success of the business. Once they have established that they have abilities to accomplish results, they want to be given a chance. This is about a solid working relationship with the manager. It is the manager’s job to initiate and build an environment where this manager-employee trust is created.

Striving to increase their skills and abilities at effective communication is the hall mark of a successful manager. They do not rely just on their own opinion of how well they communicate, they seek feedback from their team mates. When assigning new work to people, they take the time to be very detailed and specific about what needs to be done and the expectations involved. The top managers use as much visual imagery as possible. They know that this approach avoids problems and misunderstandings.

Employees actually do want to grow and improve at their jobs. If they do not look to get better, please get them off your bus. Opportunities, which the manager can provide the individuals on their team to get additional training or to improve their skills and knowledge, makes them feel connected. They are thinking,”my manager cares about my development and so I care about contributing more.” This factor in team building can not be over-emphasized. People who are given regular opportunities for professional development become more committed to the business unit than those without opportunities. They see this interest in their growth as an indication that their manager is also a leader.

Great Managers are Great Coaches

Great managers are great “coaches”. This means being very focused on performance. They are responsible for the results of the business unit. They are strong coaches when confronting poor results. While they care about their people, they are not so concerned with hurting someones feelings when constructive feedback is in order. Their coaching is clear, purposeful and delivered with straight talk and improvement in mind. “Here is what happened, here is why it needs to be fixed and here is what to do about it.” They give the employee a plan of action. When the employee shows improvement or excels at an assignment, the manager gives appropriate recognition.

Building the inter-personal relationships with the manager’s business unit relies on trust. Trust is supported by excellent communication skills. Building a top producing team is the result of top producing results. A manager can challenge and expect great things from a team founded on mutual respect and trust. Every effort made to get to know your people and build trust is worth every penny in effort. The professional reputation, built by a successful manager, is of tremendous value. The professional relationships built are the infra-structure for reputation. Wouldn’t you want to work for a manager who builds trust, communicates effectively and is committed to your success? Of course!


Michael D. Moore is the publisher of Management By Delegation and is a veteran executive with 40+ years in the Banking and Insurance Industries. A devoted entrepreneur, using his business experience to provide resources for managers and leaders at all levels. For the last 5 years, he has built a growing web presence for helping people with personal and professional development. To learn more about these advanced concepts & join our group Click here 5 Must Have Management Skills

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