The role of trust and communication in the workplace.
Is trust in the workplace important? We say yes! So, how do we gain it? Listen in for some advice on how to gain trust:
The role of trust and communication in the workplace.
Is trust in the workplace important? We say yes! So, how do we gain it? Listen in for some advice on how to gain trust:
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[Music]
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hello hi hello how are you good hey
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Charlene it's so good to see you I love
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that countdown like builds the
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anticipation having the conversation
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with you it does it's like a little
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party all right we are attempting a live
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live I think we are live live so
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um check it out on Earth the real deal I
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know right this is awesome
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so hi everyone I am Charlene and Helena
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and I are here talking about two lines
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today talking about best practices in
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your business to get you ahead and today
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we are talking about trust
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where does it come how do we build it do
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we even need it in the workplace uh so
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hold on let's start there he's like
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where do you think trust even comes into
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play in in the workplace look I think
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trust is fundamental to all human
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relationships right if you don't have
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trust you cannot build on anything to
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move ahead at all right even if even if
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you don't trust yourself right even if
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you don't have that trust with yourself
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you can't accomplish anything so trust
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to me it's fundamental to any working
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relationship I don't think you can have
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uh an effective good productive
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workplace without having trust between
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employees do you think so or not so much
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yeah I think there's different levels of
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trust I trust you do a but not be
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sometimes um I with my kids like I trust
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that I know that you stole snacks from
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the pantry like
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is that trust that's just you knowing
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everything you know it's just like a
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different use of that word trust I know
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I know and you're like how did you know
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and I'm like I know everything
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um it's interesting to me to think about
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trust in a work context because I firmly
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believe you need it but I also think it
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really takes time to build and it comes
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after it it's we can all say on day one
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and maybe that's true on day one
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everyone has a certain level of trust
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you are hired you're part of a team
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um but to really sort of dig in and feel
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like that partnership and working with
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someone I think that takes time and
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people proving themselves and and you
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proving yourself as a manager as well
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I think so and I think it starts with
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the little things right and I think it's
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hard as a manager to trust someone so I
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would my advice to managers would be
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start small give a small task and see
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how it goes right but I think also as
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employees
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um you have difficulty with that because
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you'll get a small task and you'll feel
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like oh my boss is entrusting me that's
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why they're giving me the small task but
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the truth is that that trust gets built
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by doing that small task the absolute
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best of your ability
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yeah I I agree with that I think it's
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like one of those where even if we don't
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mean to subconsciously we're like here's
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a task you did so well I'm like great I
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trust you to do a little bit more or it
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came back a few times and I think for me
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it's not um I am very task oriented but
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it's not necessarily the success of the
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task but it's like how you interacted
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right did you do it wrong and never stop
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to ask for help which is definitely a
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mistake I made at my first job right I
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was like I did something I did a job and
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I had no idea what I was doing and I I
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just was like I can do this
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um and but so did you get a task did you
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come back and ask questions when you
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needed is it easy you know are it I hate
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to say it but sometimes it does matter
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if you're easy to work with right like
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is it is it easy communication those in
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my mind those kinds of things build
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trust of like oh great they didn't know
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what they're doing no problem but I can
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like they came and they asked me and we
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had a conversation we're able to build
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towards success
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I actually think that's the hardest
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thing to do as an employee whether
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you've been there for many years
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or whether it's your
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um it's your first week on the job
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because you are making yourself
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vulnerable and say I made a mistake my
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bad and I think people think that when
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they say that it shows that they are not
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they don't have the expertise that they
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need to have but the reality is that if
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you're honest it shows confidence and it
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shows that you are somebody who's
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trustworthy and that's the basis of
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trust right because your boss will know
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even if you don't know how to do it
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you're going to step forward you've got
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character you've got and I think that
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that is the hardest thing to do because
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the minute you say you don't know how to
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do it then you wonder whether you're
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good enough for the role at all
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yeah I I think that is such a hard it's
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so hard to stop and ask how to do
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something especially
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especially early in your career but
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frankly anytime right anytime that we
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think that like we're doing great or we
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don't know how to do something we're
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it's almost the opposite effect right
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like we're worried we're gonna lose the
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trust when we ask for help but then on
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the other hand that's probably what what
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builds Bridges and game stressed
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it is true I do think that
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is Loyals is but kudos to anyone who can
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do it I will tell you a story
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um I sat on a board Once Upon a Time and
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in this board we had uh a director who
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was constantly making mistakes and
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coming in front of the board and not
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delivering what you needed her to
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deliver she just was not doing this
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yet she would come in front of the board
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and say my bad my fault I did the wrong
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thing my fault and the crazy part is
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that this board had such trust in her
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that they did they're like you know what
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not everyone is perfect not everyone has
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everything not everybody knows how to do
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everything and so we want this person
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because we know that this human being is
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going to be honest with us is going to
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do the job and knows where her limits
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are and we can help support that person
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with somebody else so I I'm 100 agree
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with you
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what do you do if you're in a working
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relationship where
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um you know sometimes we can feel it
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right we know we're not getting the jobs
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we want we feel that we aren't getting
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um so there isn't trust there is there a
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way to repair it or at one point is it
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is it too hard and you have to move on
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well that that's an interesting question
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I think that's when if you're in a large
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corporate setting that might be the time
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to uh go to uh a supervisor or someone
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who might be giving the workloads and
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and spreading out the work and saying
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hey you know I haven't received this
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kind of work can you help out because it
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could be that it's not a function of
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trust you're not getting the work you're
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perceiving it that they're not trusting
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you but really what's going on is that
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um maybe they're not thinking of you
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because they are more comfortable giving
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the work to somebody else maybe the
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supervisor is just isn't good at
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training so it might not be a function
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of you not being trusted but a function
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of that supervisor not delegating work
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appropriately so sometimes in a larger
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setting you you could do that I do
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recommend though always to be direct
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communication with the person who you
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want to get the work from I think that's
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got to be the first line of defense yeah
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I think you said it's so accurately it's
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such about how do we communicate with
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those around us and and the feedback
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loop like that's hard right I think one
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of the hardest things we have to do and
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I'm always of the mind of like
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I'm super conscious of feedback because
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I'm like where what is the outcome I
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want to get and is giving the feedback
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actually even going to get the outcome
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I'm looking for so what when which
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that'll be a whole other podcast so I
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think in this case if you are an
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employee that feels like there is no
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trust absolutely set that time hopefully
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you're having
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um ongoing set times with your manager
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where you can be kind
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um and honest and say you know I'm
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trying to think if someone came to me
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and said hey I feel like you don't trust
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me with that they're I'm pretty
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transparent so the prop the answer is
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probably like yeah I don't trust you
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with that and so the question is you
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know how do you if you start to have
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open communication
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how do you accept that right when you're
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willing to ask the question so someone
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comes to me right and says hey it feels
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like you're not trusting me with X
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Project and in my head I'm like yeah I'm
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not because you kind of messed up the
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last project and we talked about it so
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then I you know so then let's say I
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share some version of that with somebody
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working for me
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um you have to be ready to take that too
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right if the answer is yeah we haven't
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built that trust yet
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um thank you for coming to me and I
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appreciate it
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um you have to be ready to to hear the
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feedback don't you know don't ask
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questions you don't want answers to I'm
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like a firm believer in that
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that that's actually a really good a
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good point because I think about how
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often do we go to someone asking for
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that feedback which we think we want
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honest feedback but really we've got the
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arguments in our head ready to defend
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ourselves and say but that's not true I
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did this and I helped you with that and
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I'm really great at what I do and so we
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already have the argument going trying
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to say Hey listen we've and the truth is
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you have to acknowledge if you're asking
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someone a question and there's a
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breakdown you have to acknowledge that
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you're playing a park in that breakdown
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because it's always a relationship even
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if the part you're playing in the
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breakdown is the inability to make
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yourself be seen appropriately so you
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did what you were supposed to do but the
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other person didn't perceive it as such
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right so even if it is that you didn't
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do that's still on you right that's
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still I think a bit on you in that
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relationship let me ask you Charlene
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would you go to your co-worker if you
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think your boss is not trusting you
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would you would you talk to to the other
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people around that you think that you're
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not trustworthy so I think the solid
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answer is you should not right like the
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quickest way to not be trustworthy is to
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go around and and gossip right but I I
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think that there's
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um
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this idea that like you can build
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camaraderie with your peers right which
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I would say this is not a great way to
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do it but also a fact of life this is
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sometimes the way we do it we like oh
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can you believe XYZ did whatever
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um so so I would say that look if the
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root of the question that we're talking
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about today is trust then you want to be
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open transparent and honest and go into
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the other people about somebody else is
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not going to it may be like you know a
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feel-good high in the moment of like
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yeah everyone agrees with me nobody this
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person doesn't trust anybody but in the
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long run I I think you're setting
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yourself up for failure so I I so then
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how do you get that advice on how should
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I be excuse me how should I be
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approaching my my manager right because
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I think a lot of times people go and ask
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help from their from their co-workers
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not always just to vet but also because
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they're trying to figure out how gonna
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approach this person have you had this
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issue before so so my question is how do
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you get that feedback then if you can't
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it's not done in the vein of gossip
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you're trying to do it in the vein of
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what's the best way to approach so how
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do you get that advice and not lose your
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trustworthiness because I agree with you
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gossiping is a Surefire way too yes not
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do you trust me I I don't remember where
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I heard this but it was really good
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advice so credits to whoever said this
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first is when you want to start with
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feedback it's a good time to say hey
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can I ask you a question is now a good
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time to it's time and place right ask
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your supervisor ask whatever and I even
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do this with my kids right if I want to
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tell them something that I know is going
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to
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um hurt them in the short term and be
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effective in the long term I say is now
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a good time for me to give you some
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feedback on acts right and then they'll
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say frankly they'll say yes or no right
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and we take the temperature from there I
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I think that in essence like trust is
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absolutely a true waste rate it's a
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little bit of time and building it also
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is something that like you can build a
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build it and then you do something and
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you're starting over which is
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heartbreaking and hard especially when
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the intentionality behind it like you
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know it's not there and I think if you
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have a strong enough relationship with
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with anybody and again builds over time
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I would just ask the supervisor if if
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it's somebody who supervises a whole
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bunch of people and you're new to the
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team absolutely be like hey I really
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want to talk to to our supervisor
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there's you know I have some questions
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for them have you had any best practices
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and the answers May range for me a gift
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or they've had their coffee or like
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don't do it on a Friday or or whatever
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it is and I think soliciting the best
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way to talk to somebody that somebody
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else knows better is fine I think as
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long as you're not crossing over into
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this is what they did and this is what
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I'm feeling I like okay right that's the
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difference I really like how you ask for
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the advice without giving the details of
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the topic that you want to talk about so
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I think like that's really the way to do
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it right and so that you also in that
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way get to understand how trustworthy
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your co-worker is are they giving you
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supportive advice or not or do they go
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off the rails and say oh what's the
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problem and what's what and I would say
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be careful and be cautioned because
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everyone wants to know what's going on
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that if they dig and say oh why is it
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what do you want to do what do you want
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to ask I would say if you're new to the
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place be very general oh I'm just
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wondering I just need to know like I I
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just want to you know just want to know
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generally if it's okay to go in and talk
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I wouldn't ex divulge any details not
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even to the people who you think are are
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close to you I think it's
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yeah I I think look that's also the
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fastest way you find out when you're
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like I only said this to this person and
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now this other person knows which that's
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right I know we've all had happened and
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I'm I'm like a pretty when I when I'm
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like oh I told this person that and now
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you're saying it to me I now know this
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was good learning for me I know now I
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cannot trust you and and not trusting
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someone doesn't mean that you don't have
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to have a bad relationship with them
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right it just means they're not going to
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be your go-to person for emotional
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support and connection you can
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absolutely have a positive and and
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probably superficial relationship or
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learn to know what you can trust them on
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um but it's really just about about
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navigating
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that's true and I would say since we we
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are nearing the end of our day together
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I would say hey folks listen be careful
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when it comes to matters of trust be
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careful who you speak to work hard to
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build it and know that you can trust
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Charlene and I here if you have any
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questions anything we are safe because
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we're that objective Outsider and that's
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always a great place to go so trust us
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to be there for you on anything I don't
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know Charlene you have any final words
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to say for the for the week good advice
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yeah I think always enter into
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relationships open and honest and and
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assuming everyone has the best of
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intentions because sometimes we lose
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that trust totally unintentionally and
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everybody really had such
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um good things at heart so so really
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like don't don't write people off just
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be open
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um with why to you know open-eyed I love
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that I love that have big hearts and
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have a good week everybody and until
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next week you can find two minds today
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anywhere podcaster found and of course
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here on YouTube as you will find us live
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every single week and hey remember to
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learn a little more every day
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guys bye