Trustis the most important quality for a manager/boss or team leader as trusting your employee despite differences will encourage them to outperform themselves. It can certainly be a step towards the progress and prosperity of an organization. While fair play holds the key to keeping an employee happy, there is do much more that the work-force looks for – feedback, training, active participation, having say in matters, control and above all, trust and a feeling of being needed. Even though most companiesrealize this, there are still many who do not give these matters the attention that they deserve.Avoid ordering

Studies have shown that employees who feel good about their jobs are likely to work harder than those who are unhappy. It is human nature to resist when they are told to do something. Everyone prefers to do things in his own way. And the boss who trusts his workforce is the one who really gets work done in a much better and efficient manner than the one who doesn’t believe and trust his workforce.

It has been observed that a majority of workers get agitated the moment they are given orders by the boss. A competent manager has the knack of giving orders in a befitting manner. Instead of asking a particular way, he rather politely tells an employee hoe he finds him competences lies in how he boosts the morale of the employee concerned. In a way this shows the trust the boss has in his worker.

Delegate responsibility

Competent HR managers know how to delegate responsibility of the work assigned to a worker. A genuine sense of responsibility further boosts the morale of the worker in question. This method gets the thing done more effectively and efficiently. When it becomes a question of prestige with the associate, he leaves no stone unturned to show his value and worth. That really shows how efficient the HR manager himself is.

Lend an ear

One must not interrupt an employee if he is telling how he can do a particular job. He should rather be given a patient hearing. A skillful manager is interested in the methods that his subordinate applies while performing his duties.

Instead of finding flaws, if any an efficient manager praises the plus points of the worker to whom a job has been assigned. Instead penalizing his employee for shortcomings, he rather rewards that particular worker for his outstanding achievement. With him the mantra is “you win” and not “I win”. But in his heart of hearts he knows that the victory is ultimately his own. He is of the opinion that the credit of victory always goes to the captain first and to the team afterwards.

Every employee, howsoever competent , looks for praise from the boss. The boss who is lavish in fault finding but miserly in praising is often disliked by the workforce. Research has authentic evidence to prove that such managers widen the differences  (which almost all employees have on account of their different set of values) instead of bridging them.

Research in organizational psychology has revealed that unless a manager has a shared value system, differences become negative. Some bosses intentionally indulge in cloning. It gives them a false sense of security. They think that if their workers think like them, then they are being validated as good leaders. But what they forget to realize is that they are actually ruining the hidden potential which each and every employee has. Instead of doubting the integrity of their workforce, they must develop a sense of trust among the workforce.

The corner stone of all this lies in creating a sense of trust not only among one’s workforce but also in one’s own self. Therein lay the jewel of real managerial success.