Trust takes time and it’s important to make the time to build it between you and your peeps. It starts when you make a job offer – they want to feel assured that it was a good decision, so make it personal by letting them know you appreciate their decision. It continues with on-boarding – spend those first few days helping them confirm that it was a good decision. I often remind managers that the first question their new employees get when they go home after their first day at a new job is “how was it” – and their job is to make sure their new employee’s answer is “great”. Anything less might make them begin to question the wisdom of that decision. At the same time you are beginning to create a relationship that hopefully will earn their trust, their previous supervisor might be calling to let them know they’ll always be welcomed back if this doesn’t work out. Be aware how hard it is to start a new job and create a long-term plan – up to 6 months, to live up to the promises and positive stories you told them during recruitment. Set the tone and lead the effort to turn each new employee into a happy, long-term member of your team. Because the longer they are with you, the more competent and confident they become, and that’s how trust is formed. Every day. With every employee. Starting today.
Patrick Lencioni (born 1965): American author of books on business management, particularly in relation to team management.[1]
[1] He is best known as the author of The Five Dysfunctions of a Team, a popular business fable that explores work team dynamics and suggests methods to help teams perform better.
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