How to Build Trust Quickly as a New Manager

Starting a new managerial role can feel like stepping into a pressure cooker. As a new manager, you're expected to make decisions, inspire your team, and deliver results, all while trying to establish your credibility. One of the most important factors in your success will be the trust you build with your team. Trust is the foundation upon which everything else is built. Without it, even the best strategies and ideas can falter.

The good news is that trust can be built quickly - if you know the right steps to take. In this article, we’ll explore specific and actionable strategies you can implement immediately to build trust with your team as a new manager.

1. Lead with Transparency

One of the quickest ways to build trust is by being transparent. If your team feels that you’re hiding information or keeping things to yourself, trust will be hard to establish. This doesn’t mean you need to share every detail, but it does mean being open and clear about your decisions, goals, and even your uncertainties.

Tip: Share the “why” behind your decisions. When your team understands the reasoning behind your choices, they’re more likely to feel aligned and trust that you’re making decisions in their best interest.

Example: When setting new goals for the team, take the time to explain the reasoning behind the targets, how they align with the company’s objectives, and how everyone plays a crucial role in achieving them.

2. Be Consistent and Reliable

Nothing builds trust faster than consistency. As a new manager, it can be tempting to switch up your approach depending on the situation or to be flexible with deadlines or expectations. However, being inconsistent can confuse your team and lead to doubts about your leadership.

Tip: Establish clear expectations and stick to them. Consistently follow through on your promises and commitments. When your team sees that they can rely on you to act with integrity and consistency, they’ll feel secure in their trust.

Example: If you commit to having weekly check-ins with your team members, make sure you stick to this schedule, even if it feels like you’re juggling other priorities.

3. Show Empathy and Be Approachable

People want to work for managers who care about them as individuals, not just as employees. Showing empathy is a powerful way to build trust quickly. When your team sees that you understand their challenges and are willing to support them, they will be more inclined to trust you.

Tip: Take the time to get to know your team members. Ask about their challenges, listen to their concerns, and show that you care about their well-being.

Example: Instead of diving straight into the agenda during one-on-one meetings, start by asking how your team member is doing personally. This simple act of empathy will go a long way in establishing trust.

4. Empower Your Team

New managers often feel the urge to micromanage, especially if they’re trying to establish control in their new role. However, micromanaging can undermine trust by signaling that you don’t trust your team to do their jobs.

Tip: Give your team the autonomy to make decisions and take ownership of their work. Offer guidance when needed, but allow them the space to solve problems on their own. When you empower your team, you show that you trust them.

Example: If one of your team members comes to you with a challenge, resist the urge to provide all the answers. Instead, ask questions that help them think through the problem and encourage them to come up with their own solution.

5. Be Accountable and Own Your Mistakes

As a manager, you’re not perfect. You will make mistakes, and how you handle those mistakes can either build or erode trust. If you try to hide or deflect blame for your errors, your team will quickly lose faith in your leadership.

Tip: When you make a mistake, own up to it openly and quickly. Share what happened, what you learned from the experience, and how you’ll work to avoid the same mistake in the future. This will demonstrate humility and responsibility, two qualities that foster trust.

Example: If you make a poor decision that affects the team, address it head-on in a team meeting. Apologize, acknowledge the impact, and outline the steps you’ll take to correct the issue.

6. Encourage Open Communication

Trust is built on open lines of communication. When your team feels comfortable sharing their ideas, concerns, and feedback with you, they are more likely to trust you. As a new manager, it’s important to create an environment where communication is not just encouraged but actively facilitated.

Tip: Set up regular opportunities for team members to share their thoughts and ideas. Make it clear that you value their input and will act on feedback when appropriate.

Example: Implement regular team meetings where everyone has the opportunity to voice their opinions. You could also create an anonymous feedback system to ensure everyone feels safe sharing honest thoughts.

7. Be Supportive of Development and Growth

When you show that you care about your team members’ personal and professional growth, you build trust by demonstrating that you’re invested in their success. New managers should actively encourage and support the development of their team.

Tip: Take the time to learn about your team members’ career goals and provide opportunities for them to develop their skills. This can include offering mentorship, providing resources for growth, or helping them gain exposure to new responsibilities.

Example: During one-on-ones, ask about your team members’ long-term career aspirations. Then, look for ways to help them achieve those goals, whether that’s through training, projects, or connecting them with other people in the organization.

8. Recognize and Appreciate Their Efforts

Trust is strengthened when people feel valued. One of the simplest and most effective ways to build trust is by acknowledging your team’s hard work and achievements. Recognition doesn’t always have to be formal; even small acts of appreciation can have a big impact.

Tip: Regularly praise your team for their contributions, both big and small. Recognize their effort in meetings, through messages, or by celebrating milestones.

Example: Send a quick thank-you email or mention someone’s accomplishment in a team meeting. Public recognition, even for small wins, shows that you value your team’s efforts.

9. Encourage Collaboration and Teamwork

A manager who isolates themselves from their team will struggle to build trust. Team members want to feel that their manager is part of the group and that you’re working toward a common goal. When you collaborate with your team, you show that you’re invested in their success and that you value collective effort.

Tip: Work alongside your team on projects, ask for input, and demonstrate that you’re willing to roll up your sleeves just like they do.

Example: When your team is working on a challenging project, don’t hesitate to jump in and help. Offer to support with a difficult task, ask for ideas, or simply provide encouragement.

10. Be Patient, But Be Intentional

Building trust takes time, and as a new manager, you may feel pressure to achieve results quickly. While it's important to move forward with initiatives, it's equally important to be patient and allow relationships to grow naturally. Trust won’t appear overnight, but by following these steps consistently, you will see trust begin to flourish.

Tip: Be intentional about trust-building activities. Set aside time to nurture relationships with your team and create an environment where trust can thrive.

Example: Take the first few months to really focus on relationship-building. Prioritize one-on-one meetings, team bonding, and listening sessions, even if it means putting other tasks on hold for a while.

As a new manager, building trust with your team is the first and most important step in establishing yourself as a strong leader. It’s a process that takes time, but by being transparent, consistent, empathetic, accountable, and supportive, you’ll quickly earn the trust and respect of your team.

Remember, trust isn’t a one-time accomplishment - it’s an ongoing process. Keep showing up for your team, keep being transparent, and keep demonstrating that you care about their success. Over time, you’ll find that trust becomes a natural part of your leadership style, and the foundation you build will support your success as a manager.

By making trust a priority, you set yourself up for a strong, cohesive, and high-performing team. And that’s the kind of team that can achieve great things together.

Are you a new manager looking to improve your leadership skills? Or is your company lacking an effective and affordable training program for new managers? Our innovative, fully self-directed, Emerging Leaders Program may be your solution. Visit www.leadwise.app to learn more.