Most new managers don’t fail because they’re unqualified. They fail because they unintentionally break or destroy trust in the first month. And once trust is gone, it’s almost impossible to rebuild.
* This post contains affiliate links. If you click the link (and make a purchase), I earn a small commission—at no extra cost to you.
The Top 3 Ways New Managers Destroy Trust
- Micromanaging. Instead of leading, they hover.
- Overcorrecting. In a rush to “prove” themselves, they nitpick.
- Hiding information. Hoarding knowledge, thinking it makes them look stronger.
Why This Matters
Gallup found that employees who don’t trust their managers are 7× more likely to disengage.
Lack of trust shows up as:
- Higher turnover
- Lower productivity
- Project failure and missed goals
The Necessity of Building a Culture of Trust
It’s unlikely that a corporate or small business manager is going to be in a life or death “business situation” with their employees like military leaders find themselves in. Troop leaders don’t have time to question whether the girl or guy next to them in a combat situation has their back. Trust is imperative when “stuff” is hitting the fan, but it’s also built from day one of service. (Of course, there’s a rigid rank structure as well, but more on that in another post.)
That doesn’t mean trust is any less important for your small sales or operations team. Managers may dole out work like Halloween candy, but employees don’t often see the rest of what’s on their plate. Managers have to build a culture of trust so they are confident that the employees are distilling their guidance and getting the work done to standard—while meeting deadlines.
The Point
Managers who make critical relationship and communication mistakes, especially in the beginning, risk losing employee trust. It hurts them, the team, and the bottom line. Earn trust early, build a business culture around it, and nurture it.
How to Avoid the Trap
- Communicate more than you think you need to. Silence is worse than over-sharing.
- Ask questions instead of dictating. Curiosity builds credibility.
- Share context, not just tasks. People follow the “why,” not just the “what.”
- Use frameworks. The Smarter You Employee Communication Guide for New Managers offers a structure for building trust in the first 30 days.
Tools That Support KPI Discipline
* This is an affiliate product list. I earn small commissions if you purchase. It doesn’t increase your cost.
- The First 90 Days by Michael Watkins via Amazon
- The Culture Map by Erin Meyer via Amazon (Personal note – this book is amazing. It’s geared more toward teams from different ethnic and nationalities, but communication strategy is a key point. This is a ‘must read’!)
- Manager Communication Logbook (Desk Edition) by Brandon Duncan (a supplemental logbook for communications available now on this site and Amazon. This is a Smarter You product.)
Closing
Trust is a manager’s real currency. Spend it wisely in the first 30 days, or you’ll pay the price for the rest of your career.
Get the Smarter Communication Guide for New Managers—available now.