Most people do their best work when they know their manager trusts them. If they worry that you think they’re lazy, incapable of directing their behavior, or lack integrity, they’re unlikely to take feedback or coaching from you.
So go out of your way to gain your employees’ trust by demonstrating positive assumptions about them.
Give challenging assignments, with the clear and confident belief that your expectations will be met. And don’t hide information, or assume people will mishandle it. Instead, promote transparency.
Try adding a “through the grapevine” agenda item to meetings as a fun, informal way for people to share company information they’ve heard, so you can either confirm or debunk the rumor.
When managers demonstrate positive assumptions, employees respond in kind.
Adapted from “If Employees Don’t Trust You, It’s Up to You to Fix It,” by Sue Bingham
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