Building trust with your direct reports is the foundation of any successful working relationship. While some professional partnerships form effortlessly, others need intentional effort to foster trust. As a manager, it is crucial to nurture this bond, as the absence of trust can negatively impact morale, collaboration, and overall productivity.

From my experience, I’ve seen how a lack of trust between a manager and their team member can lead to disengagement and inefficiencies. Even if work continues despite a trust deficit, the long-term effects—like decreased motivation and strained communication—can be detrimental. That’s why strengthening this relationship should be a priority for any leader.

Through my own leadership journey, I’ve identified key strategies that have helped me build and keep trust with my team:

1. Start Fresh with a Clean Slate

When trust is lacking, it’s important to acknowledge past challenges and make a conscious effort to move forward. I’ve found that an open and honest meeting can set the tone for a fresh start. This conversation provides an opportunity to address concerns, clear misunderstandings, and commit to a more transparent and constructive relationship.

2. Set Clear Expectations

Mutual clarity on roles, responsibilities, and expectations prevents misunderstandings and friction. I ensure that my direct reports know what is expected of them, and I also communicate my expectations from our partnership. This includes defining when and how to communicate, ensuring a balance between guidance and autonomy, and encouraging the sharing of constructive feedback.

3. Foster Honest Communication

Trust thrives in an environment where open dialogue is encouraged. I make it a point to share my own preferences, work style, and challenges while inviting my team to do the same. Real-time communication about emotions, difficulties, or concerns helps address issues before they escalate and reinforces a culture of transparency.

4. Follow Through on Commitments

Trust is built on reliability. If I promise to provide support, feedback, or resources, I make sure to follow through. Aligning my actions with my words reinforces my credibility and demonstrates that my team can count on me.

5. Cultivate Patience

Trust doesn’t develop overnight—it takes time and consistent effort. I remind myself that every interaction contributes to building a stronger relationship. By showing patience and understanding, I create an environment where my team feels safe and valued.

6. Recognize and Appreciate Efforts

Acknowledging and appreciating my team’s hard work, even when results don’t fully meet expectations, goes a long way in building trust. Recognition, whether public or private, fosters motivation and reinforces a positive work environment.

7. Support Learning and Growth

Demonstrating a genuine interest in my team’s professional development strengthens our bond. I make it a priority to support their learning journeys, provide mentorship, and assist them in overcoming obstacles that hinder their growth.

8. Be a Reliable Guide Through Challenges

Being present during tough times is one of the most effective ways to build trust. Whether it’s offering guidance on a challenging project or standing by my team in difficult situations, demonstrating reliability assures them that they are not alone.

Trust isn’t about perfection—it’s about consistency, reliability, and empathy. Every interaction, no matter how small, contributes to a greater sense of connection and mutual respect. By consciously applying these principles, I’ve not only seen better work outcomes but also built stronger and more meaningful relationships with my team.

What strategies have helped you build trust as a manager? Share your thoughts in the comments!

Leadership is a journey filled with lessons. One of the most impactful experiences I’ve had is managing individuals who are not only older but also more experienced than I am. It’s a situation that can feel daunting at first, but it’s also incredibly rewarding.

Facing the Initial Challenge

When I first stepped into this opportunity, I was full of self-doubt. Questions like these kept running through my mind: 

– How could I lead people with more years of experience? 

– Would I be taken seriously? 

I noticed some hesitancy from a couple of team members. There was even non-acceptance during the initial phase. It was a challenging start. I chose to view these doubts and responses as opportunities to learn and grow, instead of letting them discourage me. I realized that being a leader doesn’t mean having all the answers; it means working together and proving yourself through actions over time.

Starting with Honest Conversations

The first step was having open, honest conversations with my team members. I acknowledged the experience gap instead of ignoring it. I made it clear that I valued their wisdom and didn’t see myself as just their “boss” but as someone who wanted to work with them to achieve shared goals.

I also embraced my own vulnerability. If I didn’t have the answers or wasn’t fully informed about something, I admitted it openly. I assured my team that we could explore solutions together or that I would make it a priority to find the necessary information and come back to them. This honesty not only demonstrated my willingness to learn but also reinforced that we were truly in this together.

We discussed how we could leverage their expertise not only for their growth but also for the success of the team and the organization. By being transparent, I created an atmosphere of trust and mutual respect.

Building Collaboration

Rather than acting as someone who gives orders, I focused on being a collaborator. I asked for their input and shared my own perspectives. This approach turned our relationship into a partnership. 

Over time, as I sought their insights, they also began to approach me for advice. This two-way exchange fostered a culture of respect and teamwork.

The Role of Feedback

Open and real-time feedback became a key part of our journey. We tackled concerns as they arose, ensuring that issues never grew into bigger problems.  I welcomed their feedback as much as I gave them mine. Their constructive insights helped me grow as a leader and as a person. Feedback became not just a tool for improvement but a foundation for continuous learning.

The Value of Recognition

I quickly learned that recognizing achievements, both big and small, was a powerful way to strengthen bonds and boost morale. Celebrating milestones and victories showed my team that their contributions were valued. This simple gesture reinforced the idea that, despite any gaps in age or experience, we were all working toward the same goals.

Emotional Intelligence and Learning

Emotional intelligence played a critical role in navigating challenges with empathy and understanding. I was mindful of the fact that reporting to someone with less experience might feel uncomfortable for some team members. Instead of being defensive, I chose to empathize with their feelings and stayed patient as they adjusted to the new dynamic. By giving them time and support to come to terms with the situation, I was able to build stronger relationships grounded in trust. 

At the same time, I focused on maintaining a growth mindset—always staying open to learning from my team members’ experiences and applying those lessons to my own leadership style. This helped me navigate the complexities of managing seasoned professionals while continuing to evolve myself.

Growing Together

Looking back, I’m proud of what we accomplished as a team. Some members have moved on to new opportunities, but the relationships we built remain strong. I still reach out to them for guidance, and they do the same with me. What’s even more rewarding is that the initial hesitancy I faced eventually turned into a healthy and supportive relationship with every team member. Despite the challenges at the start, all of them are still in touch, which is a testament to the mutual respect and trust we developed over time.

Final Thoughts

Managing a team with more experience than you might seem intimidating, but it’s a chance to grow and learn together. By being honest, fostering collaboration, and prioritizing respect and communication, you can turn the challenge into one of the most rewarding experiences of your career.

Leadership isn’t just about directing—it’s about building relationships and achieving mutual growth.