Not only does a company live by professionalism, it is obvious that if the field of operations is in good health, the projects will go ahead, but if the relationships between colleagues are neglected until they fall into the mud of mistrust, there will be nothing can do to save the work team.
It is essential that we understand that trust must be worked from two different points; the staff and the collective . One will help us better assimilate our skills and our relationship with the rest of our colleagues, while the other will give us a global vision of how our company is projected abroad.
Being the two equally important starting points, everything has to start from an individual job. This means that the smallest unit of trust is the same subject that interacts in a group. So in this article we will see tools to analyze, detect and correct problems related to trust within the work environment.
Today there are still some people, few, who believe that the only aspect to take into account within a work team is that the task entrusted to it can be carried out without problems. This, which is really gimmicky, makes water since the basic characteristics of the human being and their need for communication and interaction when working within a group are not taken into consideration.
The glue that unites a group of people on the same project, beyond their technical skills, is trust . Term that could seem empty and innocuous if we stay on the surface but that a little deeper we discover all the edges it has.
Confidence, within the work environment, is divided into technical confidence and motivational confidence . These refer to the capacities, responsibilities and the commitment that one acquires with the rest of the classmates and to the correct execution of each one of those mentioned aspects. The deterioration of this pillar has the same results as the resentment of a relationship between people, so we could have a good relationship on a personal level with someone but not trust their professional capacity for the objective we have set. However, when the attack is against the pillar of personal or motivational trust, it is much more complex to maintain a working relationship with someone.
When working in a team there are always different roles within it and, although the hierarchy may say otherwise,there is no one more important than another . Leadership must be able to put itself at the service of the talent it manages and generate a context of full trust so that everyone who is part of the same project feels valued for what they do and as people.
The viability of work depends directly on how all the relationships that exist within a work environment are projected. A leader and colleagues who know how to listen, show respect, are transparent in their decisions and actions, assume responsibility and remain loyal to the original concept, share information and fulfill their commitments create a habitat in which to feel comfortable , so It will be very complicated (almost impossible) to break that labor and affective bond.
The range of benefits is really wide and nothing else is left when it comes to mere business activity. Relations will be strengthened between workers, making the company work like a perfect machine . The resolution of internal and external conflicts will be dynamic and will not imply critical alterations within the business ecosystem.
The team that maintains its full trustin its members is stronger in its task and is projected to the rest of the companies as a group of cohesive people around a common project. It is an image that goes far beyond a company with workers.
Here are some tips to increase trust in your work team:
- Lead by example.
- Keep the team informed.
- Admit mistakes.
- To be honest.
- Empower colleagues.
- Encourage feedback.
- Avoid favoritism.
- Be fair.
- Cut down on discussions.
- Practice active listening.
- Act consistently and coherently.
- Seek team success.