Today, it is very much written about the lack of confidence in the workplace. Surprisingly: In 2023, the Gallup research showed that only 21% of US workers strongly trust the leaders in their organization. It has real and harmful results without confidence: employees get out of work, updates slow down and turnover increases.
But the belief is a vague thing and it is a great job to restore it after you lose confidence. “Something out of the company or company, instead of talking about” to create confidence “as a new product, instead of trying, [leaders] should pay attention to the construction reliability“Writes Fast company Author Ludmila Praslova.
“Think of a true, long-term friendship. It is impossible to say that “I like me” to someone. ” “It really comes from the experience of supporting behavior. Similarly, long-term trust, psychological safety, loyalty and other desirable employees or customer psychological results cannot be available. You need to gain trust and it starts from trust. “
This year, one of your goals as a leader is to increase your reliability and increase employees to take care of the employment, these areas are:
1. Be honest about your weaknesses
Did employees, whether personally, whether in the interrogation of the involvement of the employee, or in the speech interviews, or the output related to the frustrations or difficulties in the workplace? It is the first step to express the opinion and to express what you plan to do differently in the future. Will you communicate more transparent? Prefer employee health by offering new benefits? Leave more support for excessive employees?
“There are four elements of confidence: competence, reliability, sincerity and care,” the author and executive coach Sara Sabin writes. “It is a start to see if you can conduct an audit and where you can fail each of these four areas. Then, you can set some steps to be thrown to improve. “
However, the establishment of confidence requires more than a public obligation and has a real risk to avoid change after change. Praslova writes: “The best way to indicate the assessment of employees is to use it to improve the processes.” “When the workers see the management work with honesty and honesty, the belief is organically growing. On the other hand, if the input search is simply a check box exercise or worse, the trap, trust is crushed. “
2. Provide more authority
Trust is a bilateral street. The leaders often have difficulty trusting their reports so that they can implement a vision and stick to weeds, slow down their teams and delays their progress.
Professor of Tulane University and Management Communication Professor Chris Lipp writes: “Some leaders hesitate to entrust detail. “These leaders are stuck in micro-governance. Unable to submit and micro-driving, often the lack of impossibility, because they come from fear. This fear reduces our personal strength and reduces the power to contribute creatively from us. “
3. Plan before the crisis
Professional crises can definitely be created and it is important to have a plan before them, writes the behavioral scientist and a contributing Art Markman. Some of this covers the preparation of the contour of communication strategy for both customers and employees.
Markman writes: “Your communication plan should cover key audiences that want to get information.” “Employees will want to know if the main issues are resolved and the risk of their work and the crisis can affect their daily work life. Foreign stakeholders will ask for information on the suspension or other effects that the crisis can show their experience. “
It is also important to think critically thinking about who you want to be in your team when the problem arises. Implementing different potential scenarios can help you respond more effectively when a real event occurs and may give you different advantages when it comes to protecting trust between your team.