Trust in the workplace is crucial for a magnitude of reasons. Having trust allows teams to be productive, unified, and ultimately, successful. It improves morale, job satisfaction, productivity, and even quality of work. When managers or employees lack trust or feel mistrusted – the company cannot work successfully as a whole. Here are some reasons why trust is critical.

They Feel Confident

When team members or employees feel micromanaged, nitpicked, or untrusted; the productivity of the company decreases. More employees will second guess their work, their decisions, and feel that their opinion is not valued, or supported. When employees feel trusted, they are more confident in making choices, completing their tasks, working independently, and that their contribution is appreciated.

Creativity Increases

When employees feel trusted, they become more creative. They feel that they have the freedom to make mistakes, errors, and try new things. “If you don’t give people a chance to fail, you won’t innovate. If you want to be an innovative company, allow people to make mistakes”- Indra Nooyi.

They Feel Respected

If you have team members or employees that do not trust one another, or if a supervisor/manager does not trust their employees, the overall workflow becomes tainted. Harvard Business Review, states “People must feel trusted to reciprocate trust. Managers have to do more than trust employees; they need to show it”. If there is an issue that is causing this distrust, address it. If your managers or employees question one another with no justification – you can create a toxic workplace environment, and your employee’s productivity and job satisfaction can be heavily affected overtime.

Strengthens the Company

Trust can help decrease turnover, stress, enhance morale, and even the services your company offers. With this not only does a business do better, but business stability also increases, company retention improves, and in turn creates a positive reputation for the company.

Ways to Build Trust

If you have managers, supervisors, or team members that micromanage other employees, there are a few ways to address this and help change their managing habits. First, communicate that the company is going to implement new techniques and procedures. You can begin by implementing team building activities, weekly or monthly meetings to ensure that tasks are being completed, and feedback can be received without having to micromanage the team. You can also implement a better “problem-solving method”. For example, encourage open communication, and address issues as they arise privately, and immediately. Employees will mirror trusting behaviors as they are implemented.