If you hired them, trust them, if you don't trust them, teach them.

Hiring someone is ultimately a vote of confidence in their potential.

More often than I would like, I have observed leaders undermine that initial trust by micromanaging or rushing to performance management when challenges arise.

Unfortunately, those challenges have often risen out of the new staff members resistance in being indoctrinated into an unhealthy culture, rather than inducted into the organisation.

Trust is the foundation of empowerment, without it, talent reduces itself and motivation fades. When you hire someone, you’re not just filling a role, you’re investing in a person. You show the importance of that investment through trust.

A new employee brings new talent, perspective and valuable feedback that is not coloured by the organisations current culture, this is valuable information that can be used to build connection and growth and new opportunities.

Trust does not mean overlooking gaps. If trust feels shaky with your people, teaching and support are the foundation for development.

Providing coaching, mentoring, feedback, and development opportunities for all of your people, builds psychological safety, showing employees they are safe to learn, grow, and even make mistakes. This is the inception of creating a learning ecosystem within your business.

Only after genuine support and education have been offered and implemented, should performance management be considered. When leaders take this path, they model fairness, strengthen loyalty, and unlock the full potential of their people. A trusted and supported employee is far more likely to rise to challenges, contribute meaningfully, and remain loyal to their own values, the team and the organisation.

🍃 Support and education should precede performance management 

🍃 Hiring is an investment in both the role and the person

🍃 Micromanagement erodes confidence and performance

🍃 Trust is the foundation of empowerment and growth

🍃 Teaching fills gaps and builds capability where trust feels fragile

🍃 Trust and teaching together, create sustainable performance, loyalty and a growth mindset

Reflective questions to ponder:

⭕ Do I demonstrate trust in the people I’ve chosen to hire, or do I default to control?

⭕ When issues arise, do I provide support and education before moving to performance management?

⭕ How do my actions show my team that I believe in them, they are safe to learn, grow, and contribute fully?