You got a concept, put a lot of effort into it, and made it into a company. Therefore, it might be challenging to let go and allow others to work for you and assume greater responsibility. The loud and clear message you send when you micromanage your staff is that their ideas and contributions are inadequate. As a result, there is more bureaucracy and worse employee morale.
You might be doing more harm than you think if you’re one of the millions of leaders who prefer to tighten the reins rather than let go. Your organizational structure will be disturbed, and your chain of command may become unstable and eventually disintegrate as a result.
How to be a leader who trusts his team
For many business owners, distrust is an easy habit to get into. In that way, even if you have trust difficulties, you can let go and foster a culture of trust. It’s crucial to have faith in the individuals that make up your business. To prevent issues associated with lack of trust, consider the following three approaches to increase trust inside your company:
Choose people you can trust to work with you
Only bring on team members you can trust. You probably need to spend more time during the hiring process evaluating candidates’ hard skills and experience. There are, however, other ways to evaluate a person’s character and behavior. Spend equal time evaluating character and talents when hiring new employees to foster longer-term trust and lower turnover.
Review your presumptions about your team members
If you frequently assume things about someone on your team, you might consider finding out why. It’s simple to think that those who work for you are only out for themselves or your business when it comes to your company. Take a step back and consider each issue on its own rather than drawing assumptions right away. Be careful not to generalize about people, just as you wouldn’t about your company.
To maintain a professional relationship, many leaders keep their team members at a distance. This, however, is not the most effective strategy for developing trust. You can find a balance as a leader so that your team members can rely on you to handle any problems openly. In a long period, this will help you increase engagement, enhance retention, and foster a more trustworthy atmosphere.
Make the expectations that you have for your team clear
Each member of your team is merely human, so they cannot read your mind. Because of this, it’s critical to establish early on what you expect from your team and to comprehend what each team member expects. When expectations are discussed openly from the beginning, communication and morale immediately increase. This lays the groundwork for strong and reliable working connections.
Although it can be difficult to “let go” of your company, trust is essential to its growth. Without trust, you run the risk of losing workers and output. Keep in mind that you hired your team members for a reason if you feel the desire to micromanage. You’ll probably see a happier, healthier, and more productive workforce if you start by trusting your choices.
