First, Set Your Own House in Order
The other day, while talking with a certain company president, the topic of "credit" and "trust" came up.
Within an organization, there are various types of people: those who are credible/not credible, and those who are worthy of trust/not worthy of trust. The issue of how to handle such people often becomes a headache for management.
First, let's confirm the difference between "credit" and "trust."
"Credit" is an objective evaluation based on past achievements and facts, and it is the expectation that "this person will do the same thing again" regarding the other party's abilities and words or actions.
On the other hand, "trust" is the expectation placed on future actions, such as the other party's character, intentions, and way of thinking, and it is the emotion of subjectively and unconditionally believing in and entrusting things to the other party.
Credit places weight on past achievements, while trust places weight on expectations for the future, and as credit accumulates, it develops into trust.
If it is a subordinate you have been with for many years, you know their track record and behavioral tendencies, so you can "credit" them, and if you know their character and way of thinking, you can also "trust" them. (Depending on the person, there may be some you can neither "credit" nor "trust" due to their past performance or character.)
It is difficult to evaluate a new employee based on that standard.
It is the height of folly to "credit" someone who has no track record.
However, even with a short-term relationship, it is possible to gauge (to some extent) that person's character and way of thinking. In that case, you might be able to "trust" them.
The same can be said for you (as a manager).
Moreover, when you are in the position of a manager, you have a one-to-many relationship, so employees each make their own evaluations. More than you evaluate your subordinates, you are also evaluated by many subordinates.
Now, are you "credited" by your subordinates based on your track record so far?
Are you "trusted" by your subordinates based on your character, your expressions, and your daily words and actions?