3 Ways Leaders Build Trust to Increase Employee Engagement

Leaders Build Trust a word map centered around collaboration

The Best Leaders Build Trust
The best leaders build trust, display mutual respect, encourage healthy conflict, and have a culture of responsibility and accountability.  This creates high levels of collaboration, employee engagement and performance.  High performers want a trusting environment where employees feel safe to communicate openly, feel comfortable with one another and take reasonable risks in order to learn, grow and perform.

A Lack of Trust
A lack of trust undermines a team’s performance.  Rather than work collaboratively, team members set up silos and work on their own, often at cross purposes and certainly less efficiently. They don’t share information, they may get into disputes over roles and responsibilities, and they don’t cooperate. No matter how talented individual team members may be, a team without foundational trust will never reach its full potential.

3 Ways Leaders Build Trust to Increase Engagement
Can you fix a team that is suffering from a lack of trust? Yes, if the team leader is truly committed to improving the team environment and operating principles.   Based upon feedback from over two decades of employee engagement training, here are three ways leaders build trust to increase Employee Engagement:

1.  Set the Example
Clearly define and agree upon goals, roles, responsibilities, processes, and success metrics. Ensure full understanding of and commitment to expectations and then let the team work to fulfill them without micromanaging them. Show your trust in their abilities by allowing them to make small mistakes so they learn and grow. The best leaders choose the right people and then trust them to do their job well while “having their back.”

2.  Show That You Care
Get to know your team as individuals. Learn what makes them tick and what excites them about life and the job. What do they like to do when they are not at work? Be authentically curious and listen well.

Your genuine interest in both their personal and professional lives will help connect you and build links of trust while you help them to achieve their personal and professional aspirations.

3.  Share Information
Actively involve your team by always share as much information about the business’ plan for the future as you can. Our organizational alignment research found that the timely flow of information differentiated high from low performing teams.  This is one important way to show that you value their contribution and that you trust them to act in the best interests of the team and the organization.

The Bottom Line
The best leaders build trust to increase engagement and performance by modeling the way, caring about their team, and ensuring the timely flow of information.  Is your team set up for success?

To learn more about how the best leaders build trust, download 29 More Ways Leaders Build Trust According to Employees

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Over the years, both at 3Com and now at Redback, I’ve found LSA Global to be a valuable resource. The recent compliance program that they delivered for Redback’s executive and management team was the right solution, of the highest of quality, and customized to our business and culture. I would highly recommend LSA to any company looking for top quality solutions.

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LSA exceeded all my expectations. We interviewed 7 potential training and consulting partners and selected LSA due to their expertise, flexibility, and breadth and depth of solutions. We were able to construct a management training course from the modules most appropriate to our needs, and are able to provide additional training from their well developed portfolio of experts. Our managers galvanized as a team throughout the session and are better prepared for the rigors of a competitive market.

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CEO

Edify

Understanding and conforming to legal compliance was very important to our company. We turned to LSA Global to provide a quality and cost effective way to ensure that we were AB 1825 compliant. Their interactive eLearning program was top-notch. It allowed our managers to learn at their own pace, and on their own time. The program was tailored to include our logo and our internal harassment policies. It was interactive and met all federal and state legal requirements. I would highly recommend LSA Global to any company looking for an efficient and effective and top quality way to train their managers to be in compliance.

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LSA helped change our entire culture around meetings, making them more effective and efficient, thus enabling us to concentrate on driving more business.

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We consider LSA Global our outsourced learning and development partner. We worked closely with LSA to customize a management development program to meet our growing business needs. I would highly recommend LSA to any company wanting to deliver quality learning solutions.

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