There are many reasons why employees don't trust managers in early education centers. First of all, employees are not clear about the future prospects, which is manifested in their negative work, thus affecting the quality of services provided by early education centers for parents and children; Secondly, employees have resistance to managers, which makes it difficult to carry out the work of early education centers. In addition, there is a vicious circle, which makes the efficiency of early education center decline, the number of students decreases, the image of early education center in the eyes of parents is damaged, and the external word of mouth and word of mouth are damaged. As for why the employees of the early education center don't trust the managers, I think it's mainly the managers' decision-making mistakes. Managers are mainly responsible for this crisis of confidence. First of all, managers and employees lack communication, rarely go deep into the grassroots of early education centers, do detailed investigations, and don't understand the real situation of their work. It makes employees feel that managers are above themselves and can't really think for employees. They are unqualified managers and gradually develop distrust. Then, some managers can't manage themselves well, so that employees are disgusted with them. On the contrary, they can't seriously abide by their own systems, so they can't serve the public and have a bad influence, even if these systems and instructions are correct. Furthermore, managers only pay attention to the benefits of early education centers and lack care for employees. Employees are the foundation of the development of early education centers. Any early education center should always consider the needs of employees, otherwise it will not be able to develop by leaps and bounds. If managers show false concern for employees, employees will not get the respect they deserve, and the bad consequences can be imagined. In addition, managers can't show their employees a good vision, which makes employees feel insecure about the career planning of early education centers and more and more uncertain about the future. In particular, some employees who have just entered the early education center are full of confusion about the future, which affects their work. Finally, managers take some policies for granted and force employees to implement them. In the eyes of employees, they become dictators, and distrust arises. In view of these problems, we put forward solutions. First of all, the managers of the early education center should take responsibility for the problems that arise, communicate with employees well, understand and respect employees, and accept employees' opinions with an open mind, including their own opinions and those of the early education center; Advocate family awareness among employees, so that everyone can do a good job in early education center together; In daily work, managers play an exemplary role, making the overall working atmosphere of the early education center positive, tense and efficient; Do a good job in employee motivation, implement different reward methods according to the needs of different outstanding employees, and motivate employees to the maximum extent; Managers pay attention to the culture of early education centers and integrate some excellent systems, employees' working attitudes and good working atmosphere. Integrate into culture, continuously cultivate excellent employees, build excellent early education center brands, and form excellent reputation in the whole early education industry. Generally speaking, only when the managers of early education centers know more about their employees in their daily operations and solve problems seriously can they continuously improve the efficiency and advantages of early education centers, thus realizing their long-term development and forming a certain competitiveness in the early education market. (Editor: Anbei. com: Sun Jianping)