Have you ever think what makes business (the day to day business) in Morocco as it is today, you know what I mean, bad that what I meant. Everybody is complaining about everyone and no one is happy. The fact I do not want to hear it anymore because I am done, over and I want to do something about it.
So I started questioning myself why is that happening to us (Moroccans), I started getting some answers and to expand my thinking to get better assessment of the situation I started asking others (professionals) about our behaviors toward each other. I kept digging until I narrowed down to one major thing. I am sure you will agree with me, the main issue is trust. We do not trust each other! This is the sad truth. I do not trust you and I most probably you do not trust me. In addition, no one trust banks, schools, businesses, administrations and the list goes on.
Before we get going, let me shed some light here about the benefit of trust, many studies show that:
- Trust facilitates communication and shared information: employees who feel safe at work are willing to reveal their concerns and share valuable information with their peers.
- Trust fosters risk and change: in a trustworthy environment, people are willing to challenge the status-quo and take risk to get their opinions heard.
- Trust enhances performance: financial results are positively correlated with trust. Employees who shared the quality of trusting each other score high on productivity and team effectiveness.
- Trust leads to happiness at work: job satisfaction and engagement go hands in hand with trust. The more employees feel the existence of trust of their bosses the more they are willing to give more of their time and contribute to the success of the company.
The next legitimate step is to look for what causes lack of trust and what are the origins of this ill situation. In this article, my aim is not to discuss the causes of lack of trust; and because I am, solution oriented. My objective is to answer this simple question, how to build trust?
These are some guidelines to follow:
Walk the talk
People in general in all kind of setting are more likely want to deal and respect someone who scores high in integrity and honesty. In simple words, your actions need to match your words. Most subordinates look up to their manager, be their idol.
Calculate your decision
Your daily job is full of decisions, please make sure to measure the repercussions of each decision you take. Sure, you are not perfect but just taking time before any action will minimize the risk of harming some people not appearing in your radar screen. People with tend to forgive you even if they are impacted somehow because they know you calculate your decisions.
Watching once back (seeking for the right information is energy consuming and get your eyes out the ball. Your role as a manager is to provide that kind of support. Communicate as much as you can and open up to your subordinates; remember a body (organs) will not function well if it does not circulate blood at the right amount, the right time and the right speed.
It is about giving
Before you focus on taking and reaping more results try this time to give and only give. People are intelligent they will test how much genuine you are.
Show people that you care about them
John c Maxwell, a leadership guru, once said people do not care how much you know until they know how much you care. Look for connections and built rapport with your subordinates.
Give it time
You should remember trust is not given it is earned. You subordinates will challenge your intention and faith of building trust. So be patient and do not rush things up and give them the benefit of the doubt.
Trust is a long journey, your responsibility as a manager is to plant the seed, water it and watch it grow to reap to fruits.