Start with Trust, Not Performance

Most managers think trust is something you earn.

So they wait. Watch. Evaluate.
Only when someone performs well enough do they say, “Okay, now I trust you.”

But here’s the problem: Performance thrives in trust, not the other way around.

You can’t ask people to do their best work while holding them at arm’s length.
You can’t micromanage, second-guess, or control your way to a strong team.

If people feel like they’re constantly being tested, they’ll play it safe.
They’ll withhold. They’ll stall.

They’ll manage your expectations instead of managing the work.

So what does it look like to start with trust?

Assume competence. Give people space to figure things out, before they “prove” anything.

Be clear about what matters. Don’t leave people guessing. Clarity shows you believe they can handle it.

Check in, not check up. Support isn’t surveillance. It’s “How can I help?” not “Where are you at?”

Default to partnership. Treat your team like collaborators, not suspects.

Starting with trust doesn’t mean you lower the bar.
It means you raise your support.

People rise when they know you’re with them.
Not when they’re scared of messing up in front of you.