5 Secrets to Gaining Credibility with Your Team for Outstanding Results

Five Secrets to Gaining Credibility with Your Team for Outstanding Results
Copyright © 2004 Ed Sykes. All rights reserved

Towers Perrin, the corporate benefits consulting firm, surveyed over 1000 American workers and found the following:

• Only 51 percent of all workers trust their organizations to tell the truth in employee communications

• Only 48 percent of all workers with more than five years of tenure believe their companies are honest in their employee communications

• Only 44 percent of all workers over age 50 trust their organizations to tell them the truth in employee communications

• Record profits, yet massive layoffs

• Hearing how important they are, yet having their jobs outsourced

• Experiencing changes to their jobs, yet not being asked for their ideas

• Being told how they are doing a great job, yet being yelled at for mistakes in front of colleagues

"My supervisor, manager, etc., doesn’t know how to communicate with me."
"I am the last to hear about bad news."
"He/she never asks me for my ideas."

1. Be Honest
   You owe it to your employees and to colleagues to be honest. Tell your employees exactly where they stand within the organization. Be positive, yet don’t sugar coat it. Once your employees know where they stand, use this as a stepping stone for improvements and solutions you can work on together.

2. Be Consistent
   Be consistent with your communication among employees. You will lose credibility with employees if they see you communicate differently with different employees concerning the same situations. For example, if you berate an employee (which I’m sure you would never do) for a mistake, yet say nothing to another employee for the same mistake, you will lose credibility.
   Also, be consistent with the way you communicate your moods. Remember, if you project a professional manner, no matter the situation, your employees will emulate your behavior.
   
   

"Management asked me to keep it secret."
"I don’t have all the facts yet."
"I don’t think the employees can handle the bad news."

• Employees always find out about bad news (sometimes before their supervisors/managers, etc.).
• Employees always appreciate when you share whatever information you have with them as long as you are honest with them.
• Employees can take more than you think if you are sensitive to their concerns and express these concerns with them.

4. Give and Receive Constant Feedback
   Employees want feedback on, "How am I doing?" By giving constant feedback, you are developing a bond of trust that improves the performance of your employees.
   Remember, your employees are always doing something well. Make sure you come from a positive position of improvement when giving feedback. Let your employees know that you appreciate their efforts and the difference they make each day.
   
   Also make it "safe" for employees to give you feedback. Let them know that no one is perfect (I know we think we are) and that you value their feedback to make the work environment a "win-win" situation for all involved. Teach your employees how to give feedback, both positive and constructive. Remember, as a leader, you are constantly developing your employees for the next level.
   
   

• Give them credit for the solutions
• Create reward systems for solutions
• Make it easy for them to communicate solutions
• Massage solutions for positive results