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The manager’s magic weapon: cultivating and maintaining trust within the team and avoiding the dangers of jealousy

Trust is a key element in human relations, especially in the world of work. It creates a favorable climate for team cooperation, motivation and performance. But what is trust and how is it built? What is the role of managers in this process? And what is the undesirable trait that can lead to shattering the trust of bosses in their workers?

Trust can be defined as “the positive expectation that one has vis-à-vis the behavior of others”. It is based on the perception that we have of the competence, benevolence and integrity of the other. Trust is built gradually through interactions, exchanges and shared experiences. It involves reciprocal commitment and calculated risk-taking.

Managers have an essential role in developing and maintaining trust within their teams. They must be able to delegate, communicate, recognize and value everyone’s contributions. They must also set an example, be consistent and transparent in their decisions and actions. Finally, they must be attentive to the needs and expectations of their employees, and offer them appropriate support.

However, trust is fragile and can be challenged by negative events or behaviors. Among these is an undesirable trait that can lead to broken bosses’ trust in their workers: jealousy. Jealousy is a feeling of envy or fear in the face of success or the attention given to others. It can manifest itself in hostile attitudes, unfounded criticism or attempts at sabotage.

Jealousy is harmful for confidence, because it reveals a lack of recognition and self-esteem. It also reflects a distrust of the abilities and intentions of others. Jealousy can thus create a climate of rivalry, mistrust and conflict within teams. It can also affect performance and job satisfaction.

To prevent jealousy from setting in or getting worse, managers must adopt a benevolent and constructive posture. They should encourage dialogue, feedback and the sharing of best practices. They must also promote cooperation, solidarity and complementarity between team members. Finally, they must ensure that they distribute tasks, responsibilities and rewards fairly.

Trust is an essential asset for managers, because it allows them to create quality relationships with their employees. It also promotes commitment, innovation and collective performance. To build and preserve trust, managers must be alert to the signs of jealousy that may appear within their teams. They must then act with tact and diplomacy to defuse tensions and restore a serene and positive climate.

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