‘A disbelief of unbelief ', boss wants to let employees respect and trust, they need to build trust for employees

‘A disbelief of unbelief ', boss wants to let employees respect and trust, they need to build trust for employees

Lack of trust can greatly affect decision making and even affect work

Trust is the foundation of success.

If you are an athlete, you must trust your teammates.

If you are a musician, you must trust those who are equivalent.

If you are an entrepreneur, you must trust those who work together.

If you are running a company, you must build employee trust.

Too many problems come from a lack of trust.
Whether we want to admit it or not, we are all sentient beings. We feel when we are not trusted, or we should not trust others.

Lack of trust can greatly affect decision making and even affect work.

How to build trust?

1. Keep the promise
The easiest and most effective way to build trust is to keep a promise.

If you say you will read something on the weekend, read it.

If you promise to finish the report before Monday, complete it.

If you are going to lead a project, don't let it fail.

Always have someone follow you.

Keep your promise. Break the promise, and they will remember you as such.

2. Give the benefit of doubt
Originally, contradiction doubts trust.

Like animals, we wonder if this contradiction is isolated or part of a larger problem. Instead of letting the latter reveal itself, give the benefits of suspicion and positive attitude (until the information is given or you have time to think carefully about what happened).

Providing others with the benefit of suspicion is also cleverly encouraging them to do the same with you.

This creates a trustworthy relationship that both parties are intentional.

3. Make eye contact
Simple but effective.

When you speak, look into the eyes of the opposite person. Avoiding eye contact will always be one of the things that makes you suspect the opposite.

Remove variables. Look into their eyes.

4. Focus on communication
When there's an argument, someone will be blamed.

When someone is blamed, once again distrust: "Can we again let that person do it himself?"

If you communicate regularly about what's going on with your team, when something unexpected happens, no one will doubt you.

They understand, they remember that you made a full note, and they even trusted you more because of the confidence to exchange.

Communication is the key.

5. Know who knows us
Especially if you are in a leadership position, people need guidance from you.

They trust you in the leadership position because of your knowledge and experience.

Trust can easily be broken in a moment you start to relax and not "know who knows us" anymore. If you show up at a meeting then talk about a topic, or give feedback on a project that you almost don't glance at, people will know - and they'll start to doubt your judgment. .

6. Be honest when you don't know the answer

In contrast to the above, the advice here is to acknowledge if you don't know.

It is very impressive to say, "I am not sure, but give me a few hours and I will find it," rather than saying a bunch of nonsense things to cover everyone's eyes.

There is a shepherd out there, and they will know.

Trust is built on honesty.

If you don't know, then say that you don't know.

And then reinforce your own value by pointing out how you will find a solution.

7. Don't give up at the crisis

And finally, the foundation of trust and why it is so important in the business environment is because people want to know you have been involved for a long time.

No matter what happens, no matter how bad it is, never give up on your team and keep moving forward.

Others want to know they can trust you to overcome difficulties.

Once you overcome difficulties, it's time to make other decisions. But until then, your priority job and interest should be to keep the team moving forward - or, if you're not in the leadership position, be a capable member and be ready. .

If you can overcome the storm, then people will know they can really trust you - and that's what they will remember forever.

Mai Phuong