Donna Reade

QuickBooks Online Consulting & Bookkeeping

So How Do You Trust Your Employees? Like, Really Trust Them?

trustBusiness owners go out and work their butts off to find the absolute best people, but that’s only half the battle. The “staying out of the way” part is just as crucial, and really, that comes down to one thing: trust.

I work with so many business owners who instead of leading their employees spend a lot of time and energy standing over their employees. They not only assign tasks to do but proceed to tell them how to do the task.

If a business owner trusts their employees and they show it by staying out of their way. The business owner will do a better job of retaining that talent, the people they have will be more productive and they’ll attract more great people with their great employer brand. If they don’t trust their employees, the exact opposite will happen.

Now I am not saying do not check your employee’s work but let them use their unique skills and talents to help you grow the business. When you see issues take the opportunity to teach and explain. Remember you hired your employees to help you grow your business you need to be the leader.

Signs a Business Owner Doesn’t Trust Their Employees

Giving instructions instead of goals
Trusting business owners set goals for their employees to achieve and give them the freedom to achieve them, while offering support if necessary.

Monitoring employees’ internet usage
Smart, trusting business owners realize the best way to combat surfing the internet is to trust and challenge their employees to do great work and then they will not want to spend all day on Amazon.

Giving demands, instead of having conversations
Smart business owners realize that often the best ideas come from employees in the trenches and engage them before making decisions.

Ignoring your employees’ complaints
Smart business owners allow employees to voice their concerns to top brass anonymously, without fear of retribution and use that information to improve their organization.

Ultimately, not trusting themselves
This is the whole crux of the problem: untrusting employers fundamentally don’t trust themselves, certainly not their own hiring decisions. That mistrust leads to micromanagement in an effort to get employees to work harder and smarter, but it actually has the reverse effect.

Great companies are confident in themselves and that confidence extends to their employees.

7 Responses to So How Do You Trust Your Employees? Like, Really Trust Them?

  1. Nakia Fleming says:

    Absolutely Donna! If you don’t have trust, you have nothing! I tell my guys all the time I don’t have to baby sit you! I hired you to do a job, and I expect you to do it, and I give them my total vote of confidence! There’s a saying my friend: “People don’t care how much you know until they know how much you care!”

  2. Wally Barr says:

    Am facing this problem right now with a new client! It seems very disturbing to me. I almost get the sense that they want to do it to create work for themselves or just to seem busy. Any thoughts

  3. Rod Satre says:

    if you do not trust employees, then you have the wrong people. “trust but verify” was taught to me by a boss that later became CEO of Chevron. Not that you are sneaking around, but delegation does not mean abdication

  4. Jason says:

    A good reminder of things to avoid as an employer.

  5. Guy Selander says:

    President Reagan had it right…Trust but verify.

  6. Marian Davies says:

    I’ve found that trusting my employees has been a win-win approach. Their self-confidence grows, their personal and interpersonal skills develop, and they are able (and willing) to find solutions to day-to-day problems without wanting to simply pass them up the chain of command. Naturally there will the occasional ‘rotten apple’ but I have also found that when that occurs, the team usually pulls together to work with that person to enable a change, and they will ensure that I’m aware of the problem (if I’m not already aware of it).
    Delegating is a good way to show trust, but as mentioned in other posts, it doesn’t absolve the delegator of responsibility, no matter what role they hold in a business. In my experience, that has been one of the more difficult points to transmit.

  7. Eric Dyson says:

    Of course that doesn’t mean they don’t expect employees to work hard and achieve success—it just gives workers more ownership of their roles and responsibility to advance the company. Brock Blake, cofounder and CEO of Lendio said, “Consider yourselves the CEO of your role—we have some of the smartest people and most motivated employees I know right here in this room, I trust all of you to do your job and take the time off you need.