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Kemi Ogunkoya ❤
Trust and respect are two of the most important things in any organization — not just a workplace. Trust is essential to maintaining peace and order, while respect is essential for motivating people, as well as making them feel valued and appreciated. These components of trust are paramount when it comes to leading a successful team, ensuring productivity, and forming lasting relationships at work. When there’s just one person on a team, it can be difficult to get everyone on the same page — much less have everyone follow the same set of rules. However, with some basic principles, anyone can build trust and respect in their company and workplace.
The first thing you need to do is establish a common ground. When there’s a gap in trust between coworkers, it’s all too easy to assume the worst and begin to view one another as adversaries. A common ground will help to reduce this rift and allow you to begin to build trust and respect. First thing’s first: you have to have something in common. When we’re coupled with someone for whom we have no common ground, we assume the worst and become distrustful of them from the get-go. That’s why the most successful leaders are those who, above all else, have something in common with their team members — and this could be anything from a shared hobby to an experience that you both overcame together. Why? Because only then will you find it easy to relate to each other and have a common ground from which to build.
Don’t just tell your team members that you appreciate them, but actually demonstrate it. The best way to show appreciation is to do something nice for your employees, such as taking them out to lunch or giving them a gift. However, this doesn’t mean that you should become a pushover; you need to set boundaries and guidelines for yourself. If you try to do too many nice things for your employees, they’ll become confused as to how to respond. You should also keep in mind that receiving thanks and gifts from your employees will undoubtedly make them feel good — and this is just as important.
When you’re trying to build trust and respect in a workplace, you need to be proactive. It’s important to be the first one to initiate new conversations and show a willingness to connect with your team members, and this is especially true for leaders. To be proactive, you have to start by asking questions and finding out what’s going on in their lives so that you can begin to get to know them. You can also use this time to find out if there are any issues that may be hindering productivity in your workplace — and if so, try to figure out a way to address them. Proactivity is important in order to find out what’s really happening in your company and workplace because it saves you from having to make assumptions and realize too late that you’ve made a misstep.
When setting expectations, make sure that you do so in a clear manner. What this means is that you have to be tactful in how you communicate expectations and boundaries, as well as make it clear as to what’s expected of your employees. Miscommunication is one of the most common issues that businesses face, so it’s essential that you set clear expectations so that there are no grey areas. When it comes to setting expectations, you have to be careful not to set one expectation, and then be disappointed when your team members don’t meet it. If you set expectations too high, but you allow for room to grow, your team members will appreciate this and feel motivated to keep trying. If you’re too low, your team members will feel unmotivated. If you set expectations in the middle, your team members will appreciate it. They’ll feel valued and motivated.
In order to maintain order and productivity, it’s essential to establish and enforce rules. And while this may seem like common sense, it’s surprising how many business owners don’t do this. Rules serve as a guide for how your organization is going to function, as well as set guidelines for how your team members are expected to behave. When establishing rules in your business, it’s important to first determine what type of rules you want to establish — there are many different types of rules, including organizational rules and behavioral rules. Organizational rules are more general in nature and focus on the structure of your business and how employees are expected to function within it — for example, rules about employee benefits, job responsibilities, and policies about office behavior. Behavioral rules are more specific and focus on the day-to-day operations of your business, such as rules about how employees are expected to interact with each other and follow company policies.
Trust and respect are essential to any workplace, but they don’t just happen. You have to work at it. This means being sensitive to your team members’ feelings and needs. You also have to trust your team members to do their jobs and enforce policies that are in the interest of the team. Trust takes time and effort, but it’s worth it when you look back and remember how many things you were able to accomplish because you had these two components in place.