How to Build Stronger Teams
There are numerous ways in which companies can undermine the trust of their employees: mass layoffs, false promises from leadership, excessive micromanagement. But one practice leaders may not be aware of that erodes the trust of their people is the way they prioritise their people against their other business goals.
So often CEO’s outline their priorities with growth as number one, then shareholder value, customer satisfaction and then finally their employees. Even if these priorities are not explicitly stated in this order, the emphasis on “our employees” is almost always mentioned further down the list, undermining the value of your people. Such a hierarchy implies that you are willing to sacrifice those who work in your organisation in order to achieve your goals of growth and profit.
The effect of this is simple: if employees do not feel like the company cares about them or is willing to look after them, it is unreasonable to expect them to reciprocate those sentiments towards the company. The lack of trust prevents the creation of a positive work environment, employee satisfaction and optimal employee performance.
Some of the best performing companies consistently demonstrate that looking after their people takes precedence, prioritising the well being of their staff over short term goals.
How to build trust in your team
How do you know when you’re on a trusting team? According to Simon Sinek: “It’s when you feel comfortable saying at any point, ‘I made a mistake,’ or ‘I don’t know.’ You can actually say aloud, ‘You’ve put me in a position where I feel as though I need more training,’ and you can do so without any fear of humiliation or retribution.”
So what can leaders do to build this kind of trust in the workplace? For starters, actively learning how to improve your own leadership qualities as an individual is vital. So often, companies promote people into leadership positions without any formal training on how to actually lead. Great leaders are always seeking out opportunities to learn new skills.
One skill that great leaders can learn is not being afraid to “be the idiot”, asking the questions that everyone is thinking but no one is saying. If you're willing to take go first and show a commitment to progress without worrying about looking foolish, it conveys both trust and a sense of security.
There are many other basic skills that demonstrate great leadership such as empathy and active listening. However one of the most important is the ability to read the room by showing constant situational awareness. If people say things that are rude in a meeting, leaders are able to step in and say “ok, let’s hear from someone else”. Even if it’s not your meeting, you don’t have to be the most senior person to project authority and interrupt someone.
How to build a stronger team
Prioritise employees above all else
Maintain transparent communication regarding company decisions and their impact on employees. Honest communication builds trust.
Invest in employees’ professional and personal development growth: training programs, career advancement opportunities, and supportive work-life balance policies.
Acknowledge hard work and accomplishments. Recognition and rewards can be powerful motivators and trust-building tools.
Create a supportive environment where employees feel safe, implementing fair policies and a culture of respect and inclusivity.
Lead by example setting a precedent for the entire company.
Applying these ideas to my own business
While writing this post, I noticed there are several areas in my own business that could benefit from the points raised above. However, one area where I believe I've done well is prioritising the well-being of my staff over solely focusing on growth and profitability, understanding that the former often drives the latter.
When designing the workflow in my food business, my primary focus has always been to consider how I would feel if I were the employee performing each task. I consistently ask myself whether a particular task would make their job too challenging or stressful, creating a bottleneck in the system.
This mindset has occasionally led me to forgo certain products that I know would sell exceptionally well. However, I am confident that by prioritising the well-being of my employees, I’ve created a positive work environment where they are able to perform at their best. As a result the business has been able to achieve its broader goals of growth and profitability.
Conclusion
By adopting these practices, leaders can foster an environment that not only enhances employee satisfaction and loyalty but also propels the organisation toward sustained success and growth. When employees are empowered to thrive, the entire company benefits.