Over coffee, a friend told me about her new team.
One team member is early in her career and needs detailed instructions to get going.
Another — a millennial — resisted being told what to do altogether.
Two people. One manager. Very different needs.
What struck me was how both employees require trust — but in different ways.
For one, trust looks like guidance. For the other, it’s autonomy.
Building trust takes time.
I encouraged my friend to prioritize getting to know each team member personally.
I get it — that’s hard. Especially when you’re new to a team and the pressure is on to produce.
But I promise: it pays off. When we genuinely connect, trust is built, work is more fun and performance improves.
Soft Skills needed
Strenghten vital soft skills llike trust, while building your professional network.
See how in Get Gen Z into the Game
Key Points
Early in a new role, it’s normal to feel behind — growth takes repetition, trust, and patience on both sides.
Great leaders name the learning curve out loud, creating safety for people to learn before they’re expected to perform.