There are two types of trust in the workplace. They can be defined as ‘practical’ and ‘emotional’:
1. Practical
This type of trust can be earned by being a steadfast worker; you meet commitments, show up on time, and do what you say you’ll do. People rely on your competence and dependability. They trust you to get the job done.
This trust is fundamental. If you don’t have it, your team is facing some big problems. It can lead to a lack of communication, knowledge hoarding, micro-management, duplication of work, missed deadlines, and terrible productivity.
2. Emotional
This type of trust is next level. And it’s what takes teamwork in the workplace to the next level too. It’s when people trust that you’re on their side. They know you’ll treat them kindly and respectfully, that you won’t judge them for their setbacks, and they’re comfortable telling you their honest thoughts, feelings, and ideas.
This type of trust is, obviously, far more complex. It goes beyond hard work and respecting other people’s time; it requires a certain level of emotional intelligence. The good news is, even if you don’t think you have this as an innate skill, it can be learnt.
Do people trust you at work?
When people don’t trust you, it becomes obvious in their behaviour. They double-check your work, they micro-manage you, and they don’t invite you to confidential meetings. (Business Insider wrote an article on signs of mistrust in case you’re not sure what to look for.)
Sometimes, it’s because the individual has a low trust threshold; it’s not you at all. However, if several colleagues treat you like this, it may be time to self-reflect. Are your own actions causing people not to trust you? Do you:
Over-promise and fail to deliver?
Take credit for other people’s work?
Gossip about others in the office?
These actions (or inactions) will impact your credibility and reliability in the eyes of others. If you’re looking to turn that around, it’s time to consider Charles Green’s Trust Equation in the next section.
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