6 Words Undermining Your Ability to Build Trust

“Let me be honest with you.”

“I need to be transparent with you.”

“Can I be frank?”

We hear these phrases frequently, but they all share one big problem. Indirectly, these phrases are telling the world that you’re not always honest and that you need to emphasize that what you’re saying is special, simply because it’s honest.

The difference between a leader and a manager is simple: a leader may or may not have a title, but what a leader always has are relationships where people are motivated to follow their leader in the direction they are headed. People do not follow those whom they do not trust. Telling people that you’re being honest lessens the level of trust that people have in you and what you are communicating.

Whether you are a new or seasoned manager, building trust with your employees and your supervisor is critical to your ability to get things done. Clout can be defined as the ability to influence others to get things done. In organizations, some have this ability while others don’t. Why? The answer may boil down to the level of trust others have in you and your ability to get things done.

Gaining and retaining the trust of your employees is one of the more challenging aspects of leadership. Here are 7 ways to build relationships based on trust with your employees.

Be Honest

Like I mentioned above, honesty is critical to building and retaining the trust of your employees. Great leaders know that being honest with employees, especially when things are tough, builds trust. Honesty is the most powerful when it is costing you something to be truthful. For instance, suppose you see someone unknowingly drop a $100 bill, and you return the list bill to them. It cost you $100, but this person now perceives you as honest and is therefore much more inclined to trust you.

As a leader, it is your responsibility to be honest in both good and bad times. For example, if you were to go to your employees and tell them there was going to be a layoff in two months, chances are your employees would not be happy with you or your news. However, because you were not obligated to inform your employees of the impending layoffs prior to the layoffs actually happening, you gained trust for your honesty.

Communicate, Communicate, Communicate

Improving your communication is one of the quickest ways to gain trust. The more openly and honestly you communicate, the more trust you will have in your relationships. The frequency of your communication with your supervisor and your employees should not be underestimated. The more frequently you communicate with someone in a manner that is direct, timely, honest, and caring, the more opportunities you have to build trust.

Keep Your Employees Informed

We all want to be in the know. Take the time to keep your employees informed about what is happening within the organization and give as much information as you can, both good and bad. The more people feel informed about their organization, the better they feel about their participation in that organization. When you do not have the answer or are unsure of the reason for a particular decision, be honest with your employees and do whatever you can to get more information to them as soon as possible.

Do What You Say You’re Going to Do

This suggestion offers you the fastest path to trustworthiness. If you tell someone you are going to do something, write it down to make sure you don’t forget. And then do it. Likewise, if you ask someone else to do something for you, write it down so you remember to check in with them to ensure its completion. This reinforces that the tasks you are delegating are important and that you’re not leaving your employees with a long list of tasks that they then have to try prioritizing.

Under-Promise and Over-Deliver

Making promises you cannot deliver on is a surefire way to break down trust and deteriorate morale. When you make vague promises about bonuses or promotions that never materialize, your employees feel deceived and begin to lose trust in the things you say and promise. Instead, under-promise and over-deliver.

Genuinely Care About Your Employee’s Personal and Professional Success

When your supervisor and your employees know that you really care about their personal and professional success, and your actions demonstrate this case, they will find you easier to trust you and the intentions behind your decisions and actions.

Own Your Mistakes

Mistakes happen, and are a part of leadership and business. When you make a mistake, it is important that you own that mistake and let go of any excuses. People like to follow humble leaders. To be able to say, “I recommended a new way to handle this situation, and it didn’t work. I made a mistake, but I am grateful to have a great team that can fix mistakes – Thank you.” is a characteristic of a strong and humble leader that people want to follow.

Unlike instant pudding and instant tea, there is no such thing as instant trust. Trust is a necessary factor in the workplace, and great leaders work hard to earn, and keep, the trust and confidence of their employees. It can take weeks, months, and even years to build trust, but mere minutes to destroy it. Watch both your actions and words carefully, and strike phrases like “Let me be honest with you,” from your leadership vocabulary.