The most significant factor that improves employee engagement is trust in leaders. 77% of employees rank this ahead of relationships, culture, belief in the organization, and opportunities for career growth.
What I notice getting in the way of some leaders gaining that trust is their discomfort with sharing themselves personally. Fear of exposure, judgment, and having what they share used against them somehow brings down a wall for these individuals. Just about anywhere in the world where I find myself coaching leaders, I encounter those who resist getting personal with whom they lead. Yes, there is a perceived danger. Vulnerability equals weakness is the sentiment with which I’m most familiar.
“Vulnerability is our most accurate way to measure courage,” according to Brene’ Brown. She shares, “we can measure how brave you are by how vulnerable you’re willing to be.” This leads me to ask, how likely are you to follow a leader who demonstrates little bravery and is unwilling to take risks? How successful can you imagine one can be without much at stake? How likely are you to trust a leader you do not know?
Creating trust with your team takes time. Even when you have achieved a reputation, trust is built between each individual or organization.
Here are ways to build trust with your employees:
- Remember that all team members are a cohesive unit.
- Create work environments that are welcoming, friendly and inclusive.
- Encourage and support each other.
- Lead with the interests of the team equal to the topic at hand.
- Be accountable for your conduct and performance.
- Act as a mentor and a leader.
- Continue to be a life learner.
- Celebrate successes.
- Be consistent.
- Create a work experience that brings out the best in yourself and your teams.