How do you build and maintain trust and rapport with your colleagues and managers? (original) (raw)
Last updated on Sep 11, 2024
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Trust and rapport are essential for effective collaboration, communication, and performance in the workplace. They help create a positive and supportive work environment, where colleagues and managers respect and value each other's contributions, feedback, and perspectives. However, building and maintaining trust and rapport is not always easy, especially in remote or hybrid settings, where face-to-face interactions are limited or disrupted. In this article, you will learn some practical tips and strategies to help you foster trust and rapport with your colleagues and managers, regardless of your location, role, or industry.
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Being authentic and transparent isn't just a nice-to-have, it's a must-have in today's workplace culture. It's like having the secret sauce that makes everything better. When you're genuine and open, you're not just building trust, you're also setting the stage for a more collaborative and innovative environment. And let's be real, nobody likes a colleague who's about as transparent as a brick wall. So, let's keep it real and watch the magic happen! 🌟💼 #AuthenticityWins #TransparentCulture #TrustIsEverything
Being genuine and honest in my interactions is key for me when working with my team. I share information openly, avoiding hidden agendas. If there's something important, I make sure to communicate it clearly and honestly. This helps build trust among colleagues, creating an environment where everyone feels comfortable and knows they can rely on someone for straightforward and honest communication.
The best way to build trust with colleagues is to show up. What I mean is, do what you said you'd do, when you said you'd do it. And when you can't, just communicate so, and in advance. People want to know they can rely on us, and we prove our worthiness of their trust with each action.
One thing I have found helpful is reaching beyond our workspace to connect with communities. Asking for their input on solutions to address community needs can be a business imperative. Solely depending on data and our own knowledge (especially when connecting with communities that we are not a part of) can often come off as inauthentic. Including people in the community and asking them to be proximate to the solution can not only build trust; it will build a sense of belonging and encourage people to interact and open up.
Establish a regular cadence of communication with individuals you want to develop stronger relationships with. Even a recurring 15-minute meeting to check in monthly or quarterly can go a long way. If you’re working remotely, this can be even more helpful since you won’t be running into each other in the hallway. You don’t have to have a big agenda for the conversation. You can simply check in to see how things are going, ask about any challenges, and offer support. By doing this regularly, it will show that you are invested in the relationship and the individual’s success. You can also use the meeting as an opportunity to share what’s going on with you too.
Building trust and rapport comes down to clear, open communication. It's about being honest, listening carefully, and staying consistent. Regular conversations—whether casual or formal—help create transparency, making people feel respected and valued. When colleagues and managers trust each other, collaboration becomes easier, and the workplace thrives. Keeping communication open and authentic is key to maintaining that trust over time.
Express Gratitude: Regularly thank colleagues for their support, like acknowledging a teammate's help on a project. Celebrate Achievements: Organize small celebrations for milestones, such as a team lunch for project completion. Give Constructive Feedback: Offer specific suggestions for improvement, like recommending a resource that could enhance a colleague's skills. Offer Support: Volunteer assistance on challenging tasks, fostering a collaborative environment. Recognize Efforts: Publicly acknowledge contributions in meetings, reinforcing a culture of appreciation.
In my experience, a little bit of appreciation can go a long way! Everyone wants to feel appreciated and valued to different degrees but it's something we all have in common. How we communicate recognition and it's authenticity, is key to if/how it will be received. To understand this, you must develop a good working relationship with your colleagues. I've always wanted my teams to share in any success that has come my way (or that of the organisation) because it's a team effort, no matter how big or small the contribution. When colleagues truly feel apart of something, understand their impact and are appreciated, a positive culture is developed. Once developed, that constructive or specific feedback is easier to deliver and receive.
Building and maintaining trust and rapport with colleagues and managers starts with genuine appreciation and recognition. When we acknowledge someone's effort, it signals safety and respect, calming the nervous system and fostering connection. Simple acts, like sending a heartfelt thank-you email or publicly praising a colleague's contributions, go a long way. They affirm that their work is valued and seen, creating a positive feedback loop that strengthens relationships. Side note: ask them how they like to be recognized and appreciated, we all have a unique "love" language.
"Is that what you expected?" - this question helped me a lot. It breaks the ice and opens the door for feedback. Your teammate or manager will share honest comments with your approval to move forward and improve over time.
Well, I'm always eager to seek feedback and learning chances within my team. I regularly ask for input from my colleagues on how we can improve our work or processes. I'm also open to suggestions and constructive criticism, understanding that it helps me grow. Actively seek learning opportunities, whether through workshops, online courses, or simply learning from your team members' expertise.
It all boils down to acknowledging not only our own uniqueness but also recognizing the uniqueness of others. Boundaries, instead of limiting us, serve as a means to express care and establish the conditions necessary for us to thrive in close proximity to one another.
Respect for boundaries and preferences is key when aiming to build trust in the workplace. An example I see regularly is the struggle over whether or not to use cameras during virtual meetings. This is a tricky one. Many people feel energized, alert, and safe seeing people's faces and body language. But it is important to remember that there are many others, especially those who may be neurodivergent, struggle with how they may be visually perceived, have a busy home, etc. who may feel more distracted, anxious, or unsafe with their camera on. Be aware of personal preferences-- and they may change day by day. Acknowledgement that we all have different needs builds trust, productivity, and a culture of safety.
Analyze how you’re engaging with your teams and adjust as needed. Often, we revert to all-staff meetings in which we stand in front of a podium (virtual or physical) and deliver remarks. As we evolve in this new era, identify ways to connect with your teams beyond one-to-many engagements. Ask your teams regularly to what degree they feel connected with you and each other.
When building and maintaining trust, consider the power of follow-through. It's not just about promises; it's about delivering on them. Remember the little things - people’s names, their favourite coffee, or a tough project they mentioned. These small acts show genuine interest and care. Also, be mindful of your energy; your presence should uplift rather than drain. Create an environment where it's safe to express concerns and share ideas without fear of judgment. By actively listening and responding thoughtfully, you demonstrate that every voice matters, creating a foundation of trust and respect.
Workplace Culture
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