Trust is everything in the business world. Without it, fractious relationships fester, productivity stalls, and firms ultimately fail.
Many of these complications can occur when a new worker is recruited into a company. Doubts can surface regarding their abilities or even how effectively they will assimilate into the company culture. The path forward here is not always straight and narrow.
Still, there can be growing pains in any new professional relationship – it is no reason to abandon entirely as soon as possible. If you are willing to put in some effort, you can build a healthy rapport with your fresh talent and come to rely on their skillset. Keep reading for some tips on building trust with your newer employees.
How To Successfully Build Trust With New Employees?
1. Realize Times Have Changed
The business world no longer runs the same way it did ten years ago. A decade before that, corporate leaders were saying the same thing. Everything is now more fast-paced, and workers are more skilled and responsible than ever before.
Software development is a good example of how times have changed. Many novice developers once asked themselves; what is fuzzing? Today, they can read ForAllSecure’s guide on these strategies, which involves triggering bad behaviors in software to uncover known, unknown, and zero-day vulnerabilities. It is still a technical process, but easily accessible resources now exist to keep workers old and new informed.
Think of all the business problems that can be resolved with a quick Google search. Peruse the available technical and entrepreneurial courses found online. Consider all the tedious admin work that can be significantly reduced by using automation and cloud computing. Things are not necessarily ‘easier’ across the board, but new workers can thrive and excel in their careers like never before.
Once you have a more open mindset about how workers can advance their prospects, trusting them becomes much easier to do. You can recognize their proactivity where other leaders might assume that an employee staring at a screen is idle.
2. Be Authentic And Approachable
Accessibility is an enormous factor in building trust with new employees. If you both attempt to stay out of one another’s way, then you cannot hope for any meaningful working relationship to form.
Endeavor to be reachable. While there will be moments that require your devoted attention, there may be periods in your day where you can schedule one-to-one meetings or be open for a chat in the break room or via Zoom. Something akin to an open-door policy will create a more relaxed and reassuring atmosphere, even if the new employee does not always use it.
It also helps when workers see the human side of their bosses. While some manager mistakes should undoubtedly be avoided, basic human errors are nothing to be ashamed of. If you can admit to things like nerves or casual oversights, it can establish common ground between you and new starters.
Many people assume that employers and employees will have little in common. However, once job titles are stripped back, you may realize that you have plenty in common as human beings. Take the new starters out for lunch during their first week and know more about them. If they come to like you, they may also produce better results in their work.
3. Avoid Micromanagement Techniques
Some business leaders can get drunk on their own power. These feelings often manifest from self-doubt, which will not inspire good leadership.
For instance, micromanaging can reflect poorly on you as a leader, with many people interpreting it as a sign of their superiors own weaknesses and insecurities when delegating tasks and relinquishing control. In a remote working context, some managers may even monitor the screen activity of colleagues working from home, checking to see if they are on task and not wasting time.
Obviously, these management tactics are needlessly invasive. Trust cannot be established if your workers are constantly looking over their shoulders, literally or figuratively, to see if you are waiting for them to step out of line. So long as the job gets done on time and to a high standard, intricacies of how should matter less.
4. Accommodate New Starter’s Needs
Workers are becoming more conscious of their well-being. Rightly, they also have a greater say regarding the conditions and environment they work in.
Try to be the biggest fan of your new starters. If you are willing them to succeed from day one, they may feel more confident about doing their best. Trust may come easier when you are convinced that you have done all you can to support them, too.
Create a robust onboarding structure so that new starters can settle in quickly and feel confident in the business. Grant access to quality training and company literature to bring them up to speed. Ensure their desks are fully equipped and that they have everything they need.
If new starters enquire about working from home, investigate if you can make that happen for them. Create a hybrid work model if you do not want them away all the time.
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