 Trust and Respect are two of the most vital connections between your employee’s and your business culture. Their motivation to deliver the experience you expect to your clients, is directly correlated to whether or not they respect your intent. That respect is earned through mutual trust. That trust is built by creating a transparent system of accountability for yourself, your employees, and the leaders within the company to hold the intentions of your culture above personal intention. Trust is Tested Trust is tested in every interaction. You begin testing your ability to trust in new hires before you offer the position, by holding them accountable to their resume and its map of their experience. You test their personal accountability by watching their timeliness, ability to maintain their own schedule, adhere to timelines, and work with others. The people you employ are watching you and your decisions with the same critical eye. Testing to see if what speak of with importance is reflected in the actions of your managers and seasoned peers. They are noticing the differences between how they are trained to do the job vs. how it is actually getting done, and deciding if you follow through on your word to hold others accountable. Every new addition to your work team is a new test. By comparing your current action with their memory, your employees are deciding if they can trust you. Without your trust they will never be able to work confidently, creatively, or independently. Without trust their you will never find loyalty. Building a Culture That Preserves & Creates Trust The strongest business cultures have process of accountability that preserve trust. These systems of trust provide simple reminders of what the culture goals are and the role each individual plays in maintaining it. Memories create an experience, and shared experience is what maintains a culture. They are processes meant to preserve the respect and human values your business strives to achieve, and ensure managers, supervisors, and executives know there job is not to facilitate productivity, but support those who produce, and be held accountable for the failure, but share the spotlight success. Sharing these expectations and responsibilities with your managers and employees who have asked about becoming managers, will go a long way to help you promote people ready, willing, and prepared to take on the challenge of leading and supporting their teams. Setting these standards for employee’s hoping to become managers helps create shared accountability. Don’t forget your employee’s are always looking for the ways you follow through on your word, so if you say the words, take action and follow through. That is what turns Managers into Leaders! Leaders acquire success! Let’s Do This! Do you want to build a system of accountability that preserves and promotes trust? Would you like to develop your managers into leaders? Do you need help repairing trust with your team or leaders within your team? I can help! Click here and schedule your free 30 min consultation! We can discuss the issues on your mind, and I will be happy to share some tips and tricks to get you started without an obligation to purchase a service. Comments are closed.
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