In my experience, from working with a myriad of teams throughout my career, there are certain markers that I have come to recognise as the foundation of an excellent team. Trust is one of them. I have witnessed the transformative power of cohesive trust-filled teams; likewise I have worked with teams with a distinct lack of trust, and found this to be one of the most damaging attributes which can cause significant issues in an organisation.
Leading a team in which team members don’t trust each other can be much more damaging than expected. In today’s blog we will look at the hidden dangers of failing to instil and encourage trusting relationships within a team.
Deterioration of Productivity
When a team is failing, whether it is not hitting targets or not moving in the right direction, there are several areas a manager may review however, looking at the levels of trust within the team may not be the first one.
If there is a lack of trust in a team, it puts strain on collaboration which can lead to a decline in effective communication across the organisation. But more than this when employees are hesitant to share ideas or ask for help this can create problems that otherwise would not have occurred if the team was working cohesively, aided by high levels of trust. When employees are working in an environment of fear, rather than trust, they will be scared of judgement or push back against their ideas and concerns. This environment of fear stifles innovation and creativity and hinders any team from ever moving forwards.
Impaired Wellbeing
With many organisations struggling against ever increasing levels of sickness due to stress and anxiety, it is important for managers to be looking out for ways to increase employee wellbeing.
Working in a toxic environment, one that lacks trust, and where employees feel they are constantly looking over their shoulders, means that employees will have constant heightened levels of stress.
High levels of stress over long periods can have severe negative effects on the body and the mind.
Reduced employee wellbeing will not only lead to higher turnover, it can also cause absenteeism, presenteeism, and eventually burnout.
Impedes Learning and Development
Trust is essential to nurture a ‘learning environment’. When employees feel genuine trust in their colleagues and their managers, they’re more likely to seek out new knowledge, take onboard feedback, and be proactive in seeking out continuous learning within their role. In an atmosphere of fear, rather than trust, employees are more likely to try to hide gaps in their knowledge or to come forward to have honest conversations about any issues going on in the team.
When this culture becomes embedded, it is far less likely that members of the team will feel positive towards staying and growing their skills and their career with the company, opting instead to leave the company, further hindering the opportunity for your team to progress.
Employee Attraction and Retention
Which brings me on to recruiting and retaining new employees – a key consideration for all leaders. Of course, every company expects a certain amount of turnover in employees, but the link between toxic teams and high turnover should never be ignored. Hiring constant new employees disrupts a team’s dynamic, and makes it even harder for team members to build trust with each other due to a lack of deep and longstanding working relationships.
Likewise, talented and engaged employees are far more likely to stay in an environment where they feel they are valued and trusted, lowering the stress and cost of recruitment and thus creating a stable team dynamic.
Hinders Change and Adaptability
A common concern for the modern leader is how to get the best out of their teams. Increasingly, the modern workplace demands individuals, and cultures, that are ready to embrace change and are quick to adapt to changing landscapes.
A distrustful team is more likely to be resistant to change, and sceptical towards the suggestion of new practices, which are of course vital for any organisation to move forwards.
Training and development opportunities for staff (either mandatory or voluntary offerings) should focus on the benefits of adopting a ‘growth’ mindset, which will equip team members with the ability to see the value in embracing change.
How to ‘Genuinely’ Improve Trust in Your Team
Instilling trust is impossible without honesty. Your team needs to know that they can trust you, and this can only be done with actions, not words. Bear in mind the following when thinking about the levels of trust within your team.
Be consistent – fewer things erode trust like inconsistencies in management styles. Employees need to be confident that you operating on a level playing field.
Always act with integrity – be ready to admit your own mistakes and be keen to learn from them.
Embrace your empathetic side – many leaders confuse showing high professionalism with taking on a hard exterior. Showing kindness and compassion should not be viewed as a weakness, rather it boosts morale and helps nurture genuine relationships with your team.
Until next time,
Julia Carter
About Zestfor
Zestfor delivers training coaching and development programs and resources scientifically tailored to develop new and experienced leaders and their teams in technical markets – including Pharmaceutical, I.T., and Life Sciences.
Our blend of in-classroom, online, and virtual live-stream delivery methods will engage and assure even the most introverted team members from the first meeting.
You can find out more about our leadership programmes here.
