HR Strategies that Actually work
Trust is one of the most important features of an effective team. It often feels like the glue that holds everything together, and without it, things just seem harder to get across the line.
Without trust, conversations feel more awkward, team members may be reluctant to speak up, with intent and motives being interrogated and questioned.
When we have trust in our teams, things just flow better, team members take initiative and are open about mistakes (and how to get them fixed).
We’ve worked with many businesses and teams over the years and we know this to be true, trust doesn’t just appear, it takes work. That trust can be built through small and consistent actions, so here are some things we think actually do work!
Say What You’ll Do, Do What You Said
This is the foundation of it all. Keep your word. You will build confidence in your teams, that what you say will be done. Team members can stop worrying about being let down and know that this person delivers. They know you come through.
Be Clear and Share Helpful Information (Even if it feels uncomfortable)
No, we don’t recommend every team member is aware off all activity in your business. However, people sense when something is off and it is good to be transparent in a way that helps move the team forward. If we sugar coat everything, the team can feel surprised or caught off guard. Show respect to your team by sharing what the plan is moving forward and they may even surprise you with their suggestions and ideas on the topic.
Admit When You Got It Wrong
Pretending you’re perfect and ignoring your flaws, big trust killer. It’s ok to say we got it wrong, but focus on how we will fix it and how to stop it from happening again.
Celebrate Your Team Publicly, Give Feedback Privately
Who likes buses and being thrown under them? No team member or leader I’ve ever met! We want to be accountable, but in the moment if a customer or senior leader has a go at one of your team members, show your team you have their back, and then discuss the feedback in a private setting later on. This will also show them that they can come to you when things go wrong and maybe next time you’ll pick up that issue before the customer points it out first.
Don’t Be A Micromanager
Give people the space to do their work. Micromanagement might bring you a sense of control, but it screams to your team “I DON’T TRUST YOU!”. Challenge yourself to set up ways of giving individuals the tools to succeed and providing feedback and redirecting them if you don’t get the outcome you were hoping for. Let your team know you believe they can do this and ask what support they need from you to make it happen, often they’ll rise to the challenge.
Devote Your Time To Listening
Business owners and leaders don’t need to have all the answers or be the dominating voice in your teams. Sometimes the best thing you can do is stop talking and listen. Ask your team insightful questions and take on their feedback. Then when they take a risk and share that with you, act on it.
Small changes and gestures show your team your value their input. Everyday behaviours that see us showing up for each other, admitting when you’re wrong and communicating with clarity can make all the difference. There are also fantastic HR tools and resources to help you excel in this space if you’re ready to make the move to a more strategic and elevated approach to strengthen your team culture and dynamics.