Politics and Business

How To Say “I Trust You” In The Business World

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Trust is the epicenter of a healthy business organization. Not only does it dictate your interactions with your employees, but it also defines their productivity and performance. Indeed, it is the manager’s responsibility to convey a message of trust to the team. Trust, as it happens, goes in both directions. As a manager, you need to build a trustworthy image. However, you will only be able to do so if you can create an environment in which your team feels trusted – indeed, they are more likely to reciprocate the sentiment. So how do you best say “I trust you” in the business world in a way that helps and supports your team? 

Make it easy to access the right data

Your employees need to use a variety of tools and solutions as part of their day-to-day activities that require to authorize user identities. While you can rely on the traditional password and other ID factors sharing practice, there are more effective ways of trusting your team. Indeed, you can create privileged access management solutions that let you not only authorize individual users but also manage privileges without knowing unique credentials. Indeed, most people use the same passwords for a variety of tools, inside and outside of the office. With an ID solution that doesn’t pass passwords to applications, you can manage access without exposing credentials or forcing people to change their passwords. 

Don’t assume you know better

Have your employees complained about their workload? If you’ve been ignoring their comments until now, you need to learn to identify the signs they’re overworked. Indeed, a drop in productivity is a typical indication that your team can’t focus anymore. Additionally, letters of resignation tend to be the next step when employees feel they’re working too hard. As a manager, you need to accept that your time estimates might not be accurate with the actual workload. It’s essential to listen to your people when they complain about having too much to do. 

Let them be sick in peace

Did you know that a whopping 40% of bosses check up on their sick employees? The behavior, however, is not dictated by a sense of care, but instead by mistrust. Too many managers don’t believe their employees are sick. Ultimately, some employees may take sick days without having a cold. However, it’s fair to say that sick days can also support their mental health rather than recovering from physical illnesses. Driving past their homes or contacting a family member to confirm is an absolute no-no. More importantly, it’s only going to affect your retention rate. 

Seriously, stop checking their work

You’re the manager. Surely, it’s your role to make sure that everybody does what you’ve asked them to do. In theory, you’re right. However, in practice, micromanaging creates a distrusting environment. You need to learn to remove yourself from the group; your employees can do their job without someone checking over their shoulders. Ultimately, you’ve hired them because you thought they were the best person for the role. So, you need to show them you trust them to work without your supervision. 

Trust is difficult to achieve. More importantly, it’s tricky to maintain. However, trust in the business needs to be your priority. As a manager, you need to take measures to establish a trustworthy environment where your staff can gain access to the required tools without exposing their confidential passwords and where nobody should feel guilty for taking a sick day. 

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