3 Ways That a Lack of Trust is Ruining Your Team

lack of trust

Sam sat at her desk, shoulders slumped. This was  the third time her boss had spoken to her about the report today. It was due in a few days and she noticed the situation was getting worse.

She couldn’t make a move in the office without him asking her about it. What was his problem? Couldn’t he give her a break so she could actually get it done?

Is Sam’s situation unusual?

Not in my experience. Over the years I’ve seen many “hovering” leaders who wait anxiously for their team to deliver something, unable to relax until it’s done. It’s not that they want to be this way. It’s simply because they have a lack of trust in their team to deliver.

Once a leader has developed a lack of trust in the ability of team members, it’s a struggle from then on.

Lack of trust has a tendency to ruin productivity and leads to micromanagement. Many leaders have difficulty learning to let go, and a lack of trust is often the root cause.

Read more about this topic here: Are you a micromanaging boss? Here’s 3 ways to stop it.

So what does a lack of trust do to a team? Let’s take a look.

1. Lack of Trust Kills Productivity

Lack of Trust - SpyingProductivity is easily damaged when a lack of trust exists in a team. Leaders who don’t trust their team will frequently seek to monitor progress on tasks. This is normal, until it becomes so frequent that team members start to notice.

Leaders will start to spend much of their time monitoring the work of their team. Instead of letting people get on with the work, they will ask more questions and interrupt the work.

They simply don’t believe that their team is capable and as a result, they will spend lots of time checking and rechecking.

Not only does this kill productivity for the leader, it also ruins the team member’s flow and autonomy. They aren’t able to work solidly for long until the questions start. Or they’re forced to buddy up with somebody else who is more experienced because the boss doesn’t think they’re up to the task.

Leaders who lack trust in their team will begin to attend more meetings that they don’t actually need to. They’ll want to keep an eye on their team members. They’ll spend time heavily scrutinising the work. They may even say “I’ll just do it myself” and refuse to delegate the task.

All of these actions will make you a less effective leader. Until you learn to trust.

2. Lack of Trust Dilutes Accountability

An important characteristic of good leaders is the ability to hold their teams accountable. Unfortunately, when a leader doesn’t believe her team is up to a task, this has the potential to dilute accountability in the team.

Let’s see how.

Tom asks Sam to prepare the report in our earlier example. Sam gets to work, feeling as if she is responsible for the proposal.

Unfortunately, Tom’s lack of trust in Sam’s ability gets the better of him and he starts to take over. He makes changes, tells Sam to do things differently and basically starts to take charge.

Sam loses confidence and starts to think “what’s the point?”

Instead of trying to do a great job to start with, she will do just enough work to hand over to Tom, who will change it all anyway.

Now, who is accountable for the report? It was Sam, but now Tom is all over it. Since he became so heavily involved, he has made himself responsible for doing the work.

Now accountabilities are confused and uncertainty starts to grow as to who owns what.

3. Lack of Trust Builds and Becomes a Self-Fulfilling Prophecy

In the previous example, Sam started to give up. She saw Tom’s increasing micromanagement and noticed that he has a lack of trust in her ability. Unfortunately, Sam starts to lose belief in her own ability too.

“Maybe I’m not good enough”, she thinks.

Instead of working independently and trying to make the best of it, she starts to doubt herself. She starts to look for Tom’s opinion on every minor detail of the report, because she now thinks she’s not good enough to make the decisions.

Now, let’s look at it from the other side.

Tom now sees Sam defer to him constantly, on every detail of the report. He didn’t trust her ability before, and now he has even more evidence that he was right.

“Sam mustn’t be capable, otherwise she would deal with this herself”, he thinks.

What we have now is a case of self fulfilling prophecy. Read more on this topic here: Are You Ruining Your Team With a Self Fulfilling Prophecy?

Tom lacks trust. Sam notices this and loses confidence. Tom sees this loss of confidence as confirmation that he was correct not to trust Sam.

Now they are in a downward spiral.

How Do You Combat a Lack of Trust in the Ability of Your Team?

It’s certainly not easy to come back from a lack of trust in a team. I’ve been there before. Usually, getting back to the basics of leadership will help you.

Set Clear Expectations

Firstly, you need to set clear expectations of your team members. Only when expectations are clear do you have the right to question your team on their performance.

If you don’t explain yourself clearly including when you need something, what exactly you need and why you need it, then you have no right to hassle your team because of your lack of trust.

Let Your Team Members Fail (or Succeed!)

Lack of trust - successYou don’t want to use self-fulfilling prophecy in a negative way. You need to leave your team alone so they can perform their tasks without constant interference. If you have set clear expectations and you doubt the ability of your team, sometimes, you need to let them fail.

Only when they fail to deliver against clear expectations do you have the ability to pinpoint and identify the problem. To assist with this, setting short-term review milestones will let you see the progress, hopefully allowing you to course-correct before it becomes a catastrophic failure.

When I say “let your team members fail”, this really means “give your team members a chance to succeed”.

If you constantly interfere in their process, you are negatively impacting the outcome, and you might just have yourself to blame.

Look Inside to Find the Cause of Your Trust Issue

When you question the ability of your team to deliver, there is usually a reason for it. It may be that you believe your team don’t have the skills to do the work.

Perhaps you believe they aren’t motivated and aren’t going “over and above” for you. Maybe they dislike their job, and it shows in their performance.

Fortunately for you, many of these trust issues are able to be solved. If you don’t think your team members have the skills, then coach, mentor and develop your team. Perhaps you think they aren’t motivated. So look for ways to motivate your team.

If they don’t like their job, then look for ways that you can incorporate what they do like into their day to day work. If there are discipline issues, then maybe it’s time to have a difficult conversation.

You can get the eBook to help you with Difficult Conversations here.

At the end of the day, it comes down to a simple truth:

Resolving a lack of trust in your team starts and ends with you.

Have you had trust issues or seen a lack of trust in your workplace? Tell your stories in the comments below!

Alternatively, if you'd like to know more or need some help on this topic, simply send me a private message through my contact page:

https://www.thoughtfulleader.com/contact/

By |2018-09-24T18:47:38+00:00October 30th, 2017|Accountability & Responsibility, Behaviour|

3 Comments

  1. Benjamin Olson December 5, 2017 at 8:51 pm - Reply

    Yes, I agree with you- Ben. Because I genuinely feel that the lack of trust or sureness is like indecision, and it can ruin your team performance, and destroy your establishment. In other words, I can say that the lack of conviction in the leadership is perhaps the biggest stumbling block affecting the team’s efficiency. The reason is- the absence of trust produces the fear of conflict, makes your team members unaccountable and weakens the bottom line by shutting every golden opportunity. Well, in this specific context my suggestion is a leader should take care of his employees, recognize and appreciate his employee’s ability, increase the leadership gentleness, focus on the long-term sustainability so that he can increase the employee faith in leadership to boost the performance.

    • Ben Brearley December 5, 2017 at 9:30 pm - Reply

      Hi Benjamin – looks like we’re thinking along the same lines! Thanks for the great comment.

  2. […] position should be that you stand up for your team. If you don’t, then you probably have trust issues which need to be […]

Leave A Comment