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How to Build Trust in The Team?

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How to Build Trust in The Team?
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 How to Build Trust in The Team?

When you can run your business efficiently and with it alone, it's good for you. Although many factors determine the success of a business, the personnel is one of the biggest factors. And it must be said that among the many methods of preservation staff productivity, efficiency and content, confidence, perhaps the most important. 

The most effective way to build trust in the workplace, it is to work together. No tricks. Competitive salary, excellent working conditions and corporate events are valuable tools for hanging the team spirit of employees, but none of them do not directly contribute to the formation of trust. 

Teamwork, honesty and fairness to the staff generate trust. Although trust is a complex issue, which is only one part of the total number of interpersonal relationships in the small business, the following three tips will help build trust between owners, managers and their staff able to contribute to the success of the business. 


Honesty is the best policy for the company. The mystery creates suspicion. Withheld information usually finds its way to spread in the office, and its context can be interpreted with considerable distortion. 

Overall quality is that workers are more concerned about the success of the investment business, also owners. The study of small businesses indicate that employees tend to greatly overestimate the profits. These studies also show that when presenting to the staff's knowledge of current financial information, results in a significant way to control costs voluntarily initiated by employees. 

In other words, if you are open and honest about the financial difficulties of small businesses, there is a good chance that your employees will take cost-cutting measures that are in everyone's interest. 

It is understood that there may be variations on the need for disclosure. Experience has shown that in this case is better that the information will be more than it is not enough. One of the basic rules: this is not to lie about the operational issues of human relations. 

Cheating will be remembered for many years. Staff members talk to each other, and they quickly discover discrepancies that could embarrass you or undermine your reputation. You can easily avoid this dilemma, finding the time to talk and listen to your employees. 

Ask what they think, learn what information they would like to receive regular, and listen carefully to their questions and suggestions. And do not just limit the conversation to positive, constructive criticism is a necessary condition for growth. And remember that these conversations are conducted bilaterally. 


We all know that life is not fair, but most of them work in the belief that it should be so, well, or that they are working for the most of their opportunities. If you want people to holistically approach their work, you have to be fair as possible. Many other companies are only too happy to entice your employees. 

The validity ranges from synergies in market practice staff to comply with various regulations in the workplace. The concept of due process requires that a small business can follow their own rules and policies. Employees should be treated the same when it comes to personnel issues. 

Every employee should be given an equal chance to show their best qualities. Awards, rewards and promotion must always be based on performance and good performance should be stated in the job description. In case the performance is among the staff, to highlight must be used seniority. 

We often hear, and this applies to any type of relationship, that communication is key. Most of the messages from you as the general manager, will come as orders and instructions to staff. But, as already noted, the communication, and fairness and justice, it is a bilateral process. 

Motivation is the key to productive work and the staff is hard to be enthusiastic team members, when the causes of the orders and instructions are unclear. It is also a good idea to, if possible, allow employees to express their ideas and opinions before making a final decision, especially when it is directly related to their work. This form of participation of staff work adds dignity and meaning in the eyes of the majority of workers. 

Communication covers a range of issues. The staff would like to know where they are, both inside the company and concerning leadership. They want to know what type of business are doing and what are your plans for the future are considered or developed. Your business affects their personal life in many ways: mentally, physically, emotionally, financially and in many other ways. 

While negative feedback may be necessary in some cases, it should be as constructive, containing methods that show means to improve and give hope for a quick and satisfying solution. Positive feedback should be the main tool to establish good human relations, however. 

Never forget that the workers, the people, and that, because of human nature, they generally tend to think of the negative comments than the positive, but they also quickly detect insincerity. Solid, honored and made an unexpected compliment once, remains in the minds of the workers for a long time. 

Most people crave satisfaction, not superficial attention. Employees also react to an honest effort to treat them as mature, responsible adults. Some practical methods of human relations, to encourage two-way communication includes periodic performance reviews, suggestions boxes, newsletters, regular public meetings and open door policy. 

Personal Manager 

Many small businesses can not afford to hire a professional full-time to work with the team. At some point, you may need the personnel manager. Conditions that may indicate the need for personnel manager, include the volume of staff more than a hundred people, the presence of the need for skilled workers, and intense competition for good shots in the labor market.

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