7 Management Trust Killers and How to Avoid Them

Trust is a crucial component of effective management. It is the foundation of strong relationships and it enables employees to feel safe, secure, and motivated in their work.

Trust is built on a foundation of integrity, consistency, and reliability.

However, there are certain actions and behaviors that can erode trust and undermine the relationship between managers and employees. Here are seven common management trust killers, and how to avoid them.

1. Follow-through Fail: Failing to follow through on commitments is one of the most significant trust killers. When a manager makes a promise and fails to deliver, it sends a message that they cannot be relied on. To avoid this, managers should be clear about what they can and cannot do, and only make commitments that they can keep.
2. Talk but No Walk: Managers who talk a good game but do not walk the walk can also erode trust. When managers ask employees to make sacrifices but do not do the same, it sends a message that they are not willing to put in the work. To avoid this, managers should lead by example and practice what they preach.
3. Flip-flopper: Managers who are indecisive or change their minds too often can also erode trust. When managers are not consistent in their decisions and messaging, employees begin to question whether they know what they are doing or if they are making it up as they go along. To avoid this, managers should be well-informed before making decisions and consistent in their messaging.
4. Gossipmonger: Gossiping or talking negatively about other team members or the company can erode trust. Employees will begin to question the manager’s loyalty and whether they can trust them to keep their confidences. To avoid this, managers should be mindful of what they say, and who they say it to, and avoid negative talk and gossip.
5. Ostrich Head: Ignoring problems or pretending they don’t exist can erode trust. When managers pretend that everything is okay while problems are brewing, employees will begin to question whether the manager is really in control or if they are just hiding from the issues. To avoid this, managers should be transparent and honest about the challenges they are facing and the steps they are taking to address them.
6. Ruinous Empathizer: Being too sympathetic to employee complaints and problems, and not taking action can erode trust. Employees will begin to question whether the manager is really in charge or if they are just a pushover. To avoid this, managers should be empathetic, but also be decisive and take action when necessary.
7. Us vs Them: Creating an “us vs. them” mentality can erode trust. Employees will begin to question whether the manager is really on their side or if they are just looking out for themselves. To avoid this, managers should be inclusive, build bridges and create a sense of unity.

In conclusion, trust is essential for effective management, and it’s essential to be aware of the behaviors that can erode it. By avoiding these trust killers and being mindful of your actions, managers can create a culture of trust and build strong relationships with their employees.

Trust is not something that is easily gained, but it can be lost quickly. Therefore, managers should always be aware of their actions and the impact they have on their team’s trust in them.

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