The aim of an employer is to promote his business such that it outlives him. In order to accomplish this, a solid foundation of trust that the employees can drive business growth without undue interference from the employer must be established. Often times, most business owners who do not trust their employees enough to relinquish their hold on them end up with a stagnated business. A lot of employers put themselves under so much pressure trying to micro-manage their employees. While this might seem their way of ensuring employees do what they are supposed to do, these employers might be doing their business a great dis-service if they do not allow some level of freedom and trust. If you are reading this article, you might have to say goodbye to your inner ‘Chief Information Officer’ to save yourself the trouble of constant exhaustion. Here are some reasons why you need to let go.

Grow your Business with Trust

Grow your Business with Trust

1. Trusted employees are more responsible and conscious of company goals

When you are always on people’s neck, it reduces their chances of growth. However, when they are left alone to deliver, they feel more responsible for their actions and the actions of others that might affect their timelines and deliverables. Unconsciously, they take on leadership roles and begin to keep tabs on each other (teamwork), thereby, taking the stress completely off you.

2. Employee’s autonomy is important for creativity
Do you share instructions or just your goals and objectives? Chances are that when you share instructions, you limit the paths to achieving a goal. You also limit flexibility. While you have some rules to guide them, it is always better when the process is not as you want it. Employees often come with fresh ideas that can be tapped in a friendly and open work environment. When you do not allow them to breathe, you lose out on their chances of sharing such ideas.

3. Trusted employees stick around
People leave their jobs more often because of their bosses, than they do because of their job descriptions or other factors. Trusted employees easily becomes sentimentally attached to a company because they feel appreciated and responsible. Even when the wage is not good, they think about the satisfaction they get. This reduces turnover and improves productivity.

4. Scrutiny kills confidence
Nobody wants to be under serious scrutiny even as an employee. It erodes confidence and kills creativity. The success of most companies these days is tied to the fact that they value employees’ ingenuity. When you boss people around, watch them all the time and critique their actions, it builds a form of resentment in them. They start to realise that they cannot please you and it gets to a point where they don’t even bother to add extra effort anymore, they will wait for it to pass through you.

5. Lack of trust puts a lot of pressure on the leader
When you are always scared that people will let you down, they will let you down. Employees are not the only ones who get frustrated when you don’t trust them, you also get frustrated. There are ways you can step back and delegate without relinquishing your oversight. If you do not find it easy to do this, then you need to think about what you might have done wrong instead. Did you hire the right hands? Do you train people? Do you always impose your own style? Do you give them good briefs? And most importantly, do you have something more valuable to do?

In conclusion, People thrive on trust and when ‘trust’ resonates in your workplace, even your customers feel safer. Sometimes, all you have to do is make resources available, you cannot keep doing all the work.

  • Kelechi Nwoke

    Interesting perspective here. And we’ll articulated. Even for the employer’s good too, he/she needs to delegate work to pursue expansion.
    Well done!

    • Eyitayo Ogunyemi

      Thank you Kels, I also agree all the way with the author, another angle to it is that it kills creativity when an employer is always choking employees… Off course, there is also a need to balance the thought because sometimes, “eyes on” approach is needed by employers for the team to meet company goals. However, supervision isn’t the same as choking employees and that is the line of difference and lesson which I believe the author has portrayed. Great job!