Why Employers Should Trust Employees
Updated: Sep 5, 2019
Many small to medium companies start out as a two-people team because that is all they can afford at that time. However, as a business grows the need to hire more staff becomes necessary. The time spent training your workers to do things the way you want them done can become a habit that you find hard to break. Once your employees understand how the business functions best, it is okay to allow them to find their own feet.
Trust has a reciprocal effect: as workers also begin to have belief in employers when they feel that they themselves are trusted, and this develops good relations between the two. When you trust your staff to do the job:
You allow them space to find what works best for the task in hand.
You are less likely to have a high staff turnover.
They develop a sense of self-worth and are encouraged to do more.
A sense of pride in their work is engendered.
Your staff are willing to see the company grow and develop when they see that they are trusted enough to do their work, as this demonstrates to them that the employer appreciates their capabilities. It is inevitable that your employees will make mistakes, and when this does happen, this should allow your workers to personally grow as they can find ways to correct their errors and improve their effort.
Giving back to your trusted employees
Success in a business is often down to solid, well trained long-term staff members who take pride in making their company operate like a well-oiled machine.
Developing the business is dependent on developing your workers. Workers are unlikely to feel a willingness or a need to grow if they have no pride in what they do.
Whilst, employees derive job satisfaction with a job well done, rewarding your employees for work well done must never be underestimated or put on the back-burner. The reward does not only have to be financial. Other rewards could include time away, promotions and assisted courses. Bonus awards towards prizes develops healthy competition and friendly in-house rivalry while encouraging team building. The topic of workplace rewards will be looked at in further detail in our next blog.
As management you are free to manage the business without the stress of also micro-managing staff.
Eventually, when you have built up enough trust, you can even train a good manager to run the business while you explore other business interests.
If you found this blog useful, then you might like to read some of our previous posts, on topics such as how to deal with a rigid mind, and ten ways to improve your confidence, alongside various other recruitment topics.