Be a Great Manager: Build Trust     

December 8, 2015

Be a Great Manager: Build Trust     

By Susanne Dalton Dupes In Employee Engagement, Team building with Comments Off on Be a Great Manager: Build Trust     

When companies feel financial pressure, too often the first action many take is to cut employee-focused activities: professional development, team building, and morale building, for example. This is so counter-intuitive. The best way to shore up the bottom line is to focus on your chief assets: your employees. The minute you start cutting funds that were being used to enhance your employees, you begin to erode employee trust. How? These very actions tell your employees that you don’t value them. That their state of well-being and professional development have moved to the bottom of your priority list.Traits of great managers

Common sense dictates that the better you treat someone, the more trust and respect you engender. But in the workplace, all too often, employers and managers lose sight of the fact that without employees, without this number one asset, the business would cease to be.

Creating a trusting relationship is one of the five traits that make great managers. So imagine this scenario:

Profits are tanking. The management team gathers with leadership to decide how to address the challenge. They consider which of these factors are causing the decline.

  • Sales are down
  • Productivity is down
  • Customer satisfaction is down

Each and everyone of these issues is employee-centered. Great managers immediately recognize that there is an engagement problem and look to see where employees are disengaging and begin to address those head-on.  Not-so-great (let’s say poor) managers either miss the engagement aspect entirely, or look at employees to place blame.

So which manager is the employee going to trust? The one who recognizes that something is broken between the company and the employees, or the one who simply points the finger and demands more?

Each and every one of us wants to be valued for the contribution we are making. Managers who demonstrate that the company values those contributions are trust builders.

As you look at the managers in your company, who are your trust builders? Who is advocating for employees as the most important asset of your company? Those are your great managers who have created trusting relationships, and in so doing, have created company loyalty.

Check this out for yourself. Ask your employees.

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