As an HR professional, you may have never considered the important role that trust plays in your role. But I believe it can mean the difference between succeeding and simply banging your head against the wall in frustration. You see when you develop trust with the managers you support, they will not only listen to the advice and guidance you give them, but they will seek it and you out. And that will have you feeling more confident and able to make a positive impact in your organization.
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[08:09] - The first trust building behaviour is acting with integrity. Integrity for me means behaving in accordance with your principles and values and the values and principles of your organization. It also means acting honestly by being true to who you are.
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[08:58] - I share an example of how this can be demonstrated in the workplace and how you may be acting without integrity.
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[10:32] - You can develop your integrity by getting clear on your values and principles are and the values and principles of the organization. Then when you have an opportunity act in accordance with that do it! If you want to learn more about your values, you can begin with the Identifying Your Values Worksheet which you can find here. And be sure to go back and listen to Episode 3: Identify your Core Values.
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[11:08] - The second behaviour is building your capabilities. We all have something to learn, but when you are new to an HR role this is even more important for you since you don't graduate from an HR program with all the knowledge and skills you will need to effectively advise leaders.
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[12:38] - One of the most important capabilities you need to build is your knowledge of the organization and department or team you are supporting. You can be expected to give advice to a group of people when you don't know anything about them, their priorities or their pain points.
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[13:38] - You also want to learn as much as you can about possible solutions to their problems or challenges. You can do this by leveraging your network, colleagues, your association or search for learning opportunities online.
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[14:44] - Being capable also means that you're able to perform essential tasks and duties; leading meetings, conducting investigations, screening resumes, writing job descriptions, etc. In order to learn how to do these essential tasks be willing to say yes to helping with these tasks or shadowing others in your department. Then ask for feedback!
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[16:51] - The third way to build trust is by showing respect. This is such a critical behaviour.
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[17:28] - When I talk about respect in the workplace I am talking about showing concern and care for everyone. Respect can be shown in big and little ways and often it's the little ways that have the biggest impact.
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[17:58] - Some of the smaller ways include; listening to someone else, helping job candidates relax, finishing the filing or other tasks that aren't yours, saying good-morning, remembering people's names and learning to pronounce them, and acknowledging and appreciating people goes a long way.
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[18:50] - Showing respect to managers demonstrates that you know your role is to support them. That it is not about you.
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[19:02] - Some of the ways you can show this respect is by listening more, getting to know them, use their name (and don't shorten it), using professional language (know your audience), and be careful of oversharing.
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[20:42] - You can also build trust in your organization by showing the organization respect. Clean up after yourself!
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[21:40] - One of the bigger ways you can show respect is to give credit where credit is due. If your HR Assistant did something for your manager or client group, make sure you give them credit it for it.
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[23:22] - The fourth way to build trust, and my favourite, is being consistent. When someone lacks consistency they are all over the map. Rollercoasters are fun at amusement parks, but not in relationships.
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[24:52] - When I talk about being consistent as a newer HR professional, I am talking about you showing up consistently for your manager or client group. If you start doing something for them, do it every time. If you schedule weekly meetings with them, stick to your schedule or negotiate necessary changes with them, rather than just cancelling it or blowing it off.
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[26:54] - Giving your managers consistent behaviour and keeping your commitments shows they they can depend on you. And that builds trust. Don't be a rollercoaster ride!
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[27:13] - The fifth and final behaviour is to deliver results.
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[27:50] - You can do this by setting expectations with your managers. What do they need and how often? Once you know them and their department, it's a great idea to sit down and discuss expectations. You can't deliver on expectations if you aren't on the same page with your manager or client group.
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[29:21] - What happens when you can't deliver your results? Be upfront about it and demonstrate your integrity. Communicate as far in advance as possible and don't make excuses or throw someone else under the bus.
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[29:57] - Most of the time expectations and deadlines can be re-negotiated, but be honest about it. But take your commitments seriously.
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[30:41] - One of the challenges HR faces is the idea or myth that we are roadblocks. HR professionals like yourself and be part of changing this perspective by focusing on what your organization and managers need and this can only happen if you build trust.
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[31:55] - If you want to have a successful HR career and desire to be respected and valued, building trust is going to help you feel more confident and happier at work.
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[32:17] - I have created a trust building behaviour worksheet that you can download using the link below.
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[32:50] - Thank you for being here and exceeding my expectations. In order to manage your expectations I want you to know that Season 1 is going to wrap up with episode 20. The final episode or two are going to be Q&A with you, the listeners. So watch for opportunities to submit your questions you want me to answer.
