Do your people trust you? Here’s how you can build trust with your homecare team
Trust in you as a leader is one of the most important things that your Homecare team needs. Without trust, communication, cooperation, and collaboration slow and then grind to a halt, along with the progress of your organization.
Trust starts at the top. It is imperative for you as a leader to develop and build trust across your organization, particularly since many of your team members work remotely.
Work on these important leadership behaviours to develop trust and build a dynamic team that is highly resilient and greater than the sum of its parts.
Be a source of help and support, but don’t do the work for them
One of your most important duties as a leader is to be there for your people. You want to help them when they need it so they can continue to grow.
This effort will not only make them more effective and require less of your time in the long run, but it will also help your people feel more satisfied and engaged in their work. You want to help them grow by helping them think through problems and develop solutions themselves – with prompts and questions from you when needed – but avoid fixing the problem yourself.
Telling them what to do doesn’t help them grow as much as helping them figure out the solution themselves. When you help others grow, they will deepen their trust in you.
Be a source of inspiration
Demonstrate confidence and poise when working with your team, particularly when things are tough. People trust others who consistently behave confidently and will trust them more than those demonstrating less confidence.
It’s OK to acknowledge challenging problems but communicate your confidence that the team can solve the problem and you will build the team’s trust.
Be a person who deserves trust
Be honest about yourself and your team members. Acknowledging your limitations and mistakes is not a sign of weakness, but it does help develop trust – your team doesn’t think that you know everything and never make a mistake. Be open with them and listen carefully to feedback from your team. Being honest and open can help you learn and grow.
It is also important to be honest with your team about their performance. Your honest feedback is important to them, and without it, they will not continue to grow, so your coaching is important to them and their futures.
Help them to learn and grow from their experiences, both good and bad, by being honest with them, and you will earn their trust.
Walk the walk when you talk the talk
Be consistent in word and deed with your team. While setting a strategy, determining the direction and establishing expectations is important, it will be meaningless if you don’t back it up with your actions.
People believe what they see, not what they hear. Your actions as the leader are key in determining how much trust the team develops. If your words and deeds are inconsistent, your team’s trust will rapidly erode. On the other hand, if your actions are consistent with your words, then your team will learn that they can trust you. It’s up to you.
Show your team that you appreciate them. Give credit when credit is due through recognition, both privately and publicly, as best fits the situation. Recognition from the boss for a job well done is highly motivating. In fact, numerous studies have indicated that many people (greater than 80% in one study) feel that recognition for contributions is more fulfilling than rewards or gifts (although rewards/perks and gifts can be very useful when paired with recognition).
Giving credit when due and other forms of personal/team recognition are great ways to build trust. You should actively think about ways to genuinely show your appreciation for your team’s hard work and achievements.
To find out how SmartCare™ software and support can help you build trust with your team, please contact us at 1+ (800) 450-9104, email: email@example.com or visit us at our headquarters:312 S Barstow St Ste. 2, Eau Claire, WI 54701