February 28, 2021
Performance Management 04 September 2018
How to Build Confidence in your Employees
Brett Farmiloe

Dedicated employees are the bones of every successful company. Without them, there would simply be no business! That is why it is of the utmost importance to instill confidence within them. Because let’s face it, you can’t micromanage every employee. 

In order to be successful, you must trust that you have trained them to the highest standard, and that they will make the correct strategic choices when needed. If you are looking for innovative ways to build confidence in your employees, then pour yourself a cup of coffee and keep reading.

Constant Feedback

I cannot stress how important it is to have a constant stream of communication between managers and their employees. I recommend performing monthly reviews to ensure that employees are completing 100% of their deliverables and that managers are able to correct any misbehavior before it negatively affects the company. 

Not only do I do this in my own company, but I also have a very simple formula I follow. Before every monthly review, I ask my employees to make an action plan, which outlines their overall vision, objectives, strategic initiatives, and tactics. This ensures that my employees are setting goals for themselves that align with the goals of my company, and it keeps them accountable. 

During the review, we go through each of these line items and address what they have accomplished, what they are struggling with, and what myself and the company can do to help them. I find that this makes my employees feel that I personally support their goals and want to see them grow. It also makes my job easy because they essentially call themselves out for not performing to the standards they have personally outlined.

I know some of you may think 12 reviews a year is a little excessive, but that is not the case. The monthly timetable gives employees enough autonomy to not feel micromanaged but also enough support to feel that their managers are there for them. In addition to these reviews, I suggest you always make yourself available to employees who request your time or guidance. This will ensure that trust is flowing both ways in the workplace.

Always Be Respectful

Regardless of where you fall in your company hierarchy, you should treat every employee with the respect you would want to be treated with. By doing so, employees will feel more comfortable coming to you with any problems they experience. If you instill fear into those you manage, they will most likely never approach you with problems or concerns. This is precisely what we don’t want!

The worst thing for a manager is to not be aware of what is going on in their office, so engage in behavior that will lead your employees to view you as approachable and friendly! The easiest way to build confidence in your team is to create a healthy environment where everyone feels supported and respected.

Even though I am the CEO of my company, I actively try to create meaningful relationships with every person in my office. My greatest piece of advice is to prove to your employees that you are a resource for them in their corporate journey. A few things I do to establish this laid-back relationship is sitting with different employees throughout the day and seeing if there is any way I can help them, having meals with them (we are a big fan of our company potlucks), and also asking them the highlight of their day- every day.

Let Them Lead Training

Why make managers train new hires when their co-workers perform the same operations on a daily basis? If anything, their co-workers may be able to give them some tips and tricks that even the managers don’t know! Not only will this create stronger relationships amongst employees, but it will also give matured employees the chance to show off the skills they have learned during their time at the company. This can be done through multiple tactics such as job shadowing, webinars, or having them monitor new hires as they complete small tasks.

Many managers may feel apprehensive about incorporating co-worker training due to several reasons such as: lack of productivity, ineffective training, and etc. Through my personal experience, co-worker training has actually proven to be the most effective means of training for new hires. By allowing employees to present short, 30-minute webinars on different tools and practices we utilize at Markitors, the trainee is more engaged and learns firsthand from an individual who uses these tools on a daily basis. 

With my most recent hire, I instructed her to shadow a different member of her team each day of orientation. Not only did she say this allowed her to get to know each of her co-workers, but it also gave her the opportunity to see the tools being used in real life as opposed to hypothetical situations. On her first day of actual client work, she was able to efficiently navigate and complete her tasks with very little guidance.

Be Direct About Company Expectations

When your employees know what is expected of them, there is no room for excuses related to miscommunication or misdirection. These expectations can range from employees knowing the company’s expectation for growth within the next year to them being aware of their day-to-day tasks (a reason why we at Markitors love our daily morning meetings). By clearly outlining what the company requires of each employee you can be sure that everyone is operating with purpose towards one goal.

If you are in the midst of growing your company, the most important thing you can do when training new hires is to be direct about your expectations from the get-go. The way I do so is by implementing a tier system at Markitors. It is a pyramid-like structure with 5 levels, each outlining what is required of each employee and the salary incentives associated with achieving all those tasks. 

By showing this to new hires on their first week, they are fully aware of what my company expects of them and the timetable of when I expect them to be done. I find that it is not only motivating for those who want to move up the ranks, but it also takes the stress out of knowing when you qualify for a promotion or raise.

Know Your Employee’s Expectations 

In addition to your company, your employees’ have expectations of not only their managers- but of themselves as well. By having your employees fill out the action plan we spoke of earlier, you can be fully aware of those goals. The trick is to not settle for one action plan forever. Like their corporate journey, their goals are constantly evolving. 

Ensure that before every monthly review, they are taking a really good look at their action plan. Are there goals the same? Are there any new skills they want to master? If that is the case, it may be time to edit or create a whole new action plan. It is up to you to ensure you are keeping track of their ever-changing expectations and supporting them along the way.

Whether it be continuing their education or mastering certain skills, good managers are aware of their employees’ goals and will help them achieve them. When employees see that you care about them and want to see them succeed, they will view your company better and exhibit improved citizenship behavior. 

In my experience of running a company, these methods have never failed me. I believe that because I place such a strong emphasis on continuous improvement and want to see every employee of mine succeed, they feel the same way about my company. Because of that, they come to work confident and ready to hit the ground running each day. I know that my company would never have been this successful if I didn’t have a happy and healthy staff, so I suggest that you do everything in your power to make sure your employees are confident in their roles at your company and help them in any way you can. 

Brett Farmiloe is the CEO of digital marketing company Markitors and advisor for an online EdD in Organizational Leadership. He is also a backyard chicken farmer who frequently contributes content to Forbes and Huffington Post.