How do you build trust with a new team member who seems hesitant to share their ideas?

To build trust with a new team member, start with an open and friendly welcome. Show real interest in his person and his previous experiences. Create an open communication culture by actively listening and respecting his opinions. Encourage him to ask questions and express ideas without fear of criticism. Also share your own thoughts and experiences to promote an atmosphere of mutual trust. Offer regular feedback and acknowledge his contributions. Through transparency, support and appreciation, the team member is encouraged to share his ideas openly and actively participate.

There could be a number of reasons why a new team member isn't sharing their ideas. They may not be comfortable enough yet, they may have had a negative experience in a previous workplace or they may be introverted by nature. It's important to meet them where they are at. Building rapport can be a very effective way of doing that. Find out more them, and find common things that you both relate to. If there are certain things about work that interests them, share stories about the current workplace that aligns with those interests. Apart from building rapport, what also matters is how they see you and others interacting. Is there a culture where ideas are encouraged and acknowledged? If yes, that inspires them to open up and share ideas.

Establishing a personal connection with a new team member is crucial for building trust. Learn about their interests, experiences, and professional goals to show you value them as individuals. Share your own experiences and vulnerabilities to create a two-way street of openness. For example, during a one-on-one, you could share a challenge you faced in your career and how you overcame it. This can foster mutual respect and help break down barriers.

Active listening is key in servant leadership. Be fully present when interacting with your new team member, acknowledging their thoughts and feelings without judgment. Ask open-ended questions to encourage dialogue and show you value their perspective. For instance, instead of asking, "Do you have any questions?" try, "What are your thoughts on this approach?" This demonstrates genuine interest and encourages them to share more openly.

When your team member shares ideas, respond with encouragement and constructive feedback. Help them develop their ideas further and offer resources and assistance when needed. Show that you are invested in their success. For example, if they suggest a new project idea, help them outline a plan and connect them with colleagues who could offer additional insights or support.

Model the behavior you wish to see. Be transparent with your own thought processes and decision-making. Share the rationale behind your actions and discuss both successes and failures openly. This creates a culture of learning and honesty. For instance, if a project didn’t go as planned, discuss what went wrong and what could be improved next time. This can inspire your new team member to share their ideas without fear of criticism.

Respect the privacy and boundaries of your new team member. Offer private one-on-one meetings where they might feel more comfortable sharing. Demonstrating that you understand and respect their comfort zones can go a long way in establishing lasting trust. For instance, you could say, "I value your input and want to ensure you have a comfortable space to share your ideas. Let’s have a one-on-one meeting to discuss further."