Trust Your Staff: The Complete Cure For Management Stress

May 17, 2012 by  Filed under: Management 


Do you trust your staff completely? Does lack of trust bring management stress? Or do you: Sleep well? Relax easily? Switch off readily? If you do, read no further. This article’s not for you.

The Essence Of Trust In Staff

You can tell if you trust your staff completely. Do you genuinely believe that without supervision, they’ll do their jobs well, again and again: time after time after time after… and cause you no stress? When you do, that’s trust.

It’s Not About Relationships

Trust in your staff is not a question of how well you “get on” or “relate” to them personally. Good relationships are the consequence of business success not a prerequisite for it.

The Preferred Method

There’s no rocket science involved: systems are the key. But before you start systematising, make sure these basics are in place.

  • Your staff know precisely what performance you expect of them in measurable definite terms
  • Your staff know exactly how their work will be measured
  • You can readily distinguish between “performance” and “behaviour” and make “performance” your true measure
  • You’ve set clear and unambiguous performance standards for both individual employees and teams
  • You’ve put systems in place that will ensure that the performance standards are always met
  • You have a special system in place to make improvements when a system proves to be inadequate
  • You’re satisfied that your staff can use the system perfectly every time.

Pitfalls Preventing Perfection

You’re seeking continued perfect execution by staff. You must avoid:

  • Imprecise performance standards: performance standards must be measurable: no “understands”, “appreciates” or waffle words
  • Inadequate training or practice in using systems
  • Systems not self correcting: when an error occurs at a step in the system the next step should highlight the previous error
  • “They’ll pick it up” fallacy: the notion that usage alone will eliminate errors
  • Making too much fuss over mistakes and not enough over improvement: and ultimately perfect execution
  • Being distracted by behaviour instead of focusing on performance.

Special Benefits

Employees will learn

  • Repeated perfect execution is the goal. And it must become the norm
  • No measurable performance standards: no real success… an important issue for employees to grasp
  • That they can become masters at assessing of their own performance. They don’t need you to do it
  • That satisfying performance systems and performance standards consistently enhances their confidence and self-esteem
  • That they can modify and revise standards themselves to achieve superior performance
  • That their performance directly influences overall business success.

Your Big Payoff

You can concentrate on running the business. You won’t be bothered with “firefighting” and many of the distractions that bedevil so many managers. Your staff will enjoy working with you.


As a manager, you’ll only be able to manage well when you trust your employees to do their jobs perfectly. By “engineering” that performance, they’ll gain greater and greater confidence and your business will derive great benefit. Like everything else in management, staff will take their cue from you. Make a list of key things that you’d like your staff to do better. Concentrate on performance. Check the performance against the issues I’ve raised. Take action to improve performance.

Leon Noone helps managers in small-medium business to improve on-job staff performance without training courses. His ideas are quite unconventional. Read his free Special Report “49 Practical Tips for Removing Employee Apathy, Aggravation And Resistance In Your Business”. Simply visit and download your free copy now.

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