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Be transparent. Act with transparency even if it means saying the hard things. It’s never easy to discipline or call out someone’s poor performance, but doing so directly and without mincing words will help to build trust. Your team will know that you’re always shooting straight with them, without an ulterior motive or hidden agenda, even when it’s difficult.
Put your trust in your reps. When you don’t trust your team to do their work, you’re more likely to question their actions, micro-manage them, and apply constant pressure on them to perform.

As time goes on, reps to crack – which reinforces your lack bosnia and herzegovina whatsapp lead of trust in them, even though your management style was the real problem. In this way, starting from a place of mistrust can become a self-fulfilling prophecy.

Assume the best in people. It’s easy to create stories in your head about how or why someone behaves the way they do, especially when their behavior impacts you negatively. But the reality is that no one wants to be bad at their job, and therefore there’s usually an innocent explanation for poor performance – lack of resources, misunderstanding, or miscommunication. Jumping to conclusions and acting out of frustration will prevent you from getting to the root of the problem.