I get the impression you are new on this team. Is that correct? Sonewhat assuming so, I think when a team does not trust a person to get a lot done, they give

I get the impression you are new on this team. Is that correct? Sonewhat assuming so, I think when a team does not trust a person to get a lot done, they give them less. I think this can also snowball, lack of direction leads to churn and lots of lag time to get answers to hit task completion, which leads to slower task completion and more team apathy/disengage. IMO, just focus on the tasks given to you. Get them done to a T, nothing extra, and be somewhat public about noting a recent task done. I think this is something of a personal branding/perception problem. After some time of knocking things out of the park, there will be evidence for why the team should engage you. I don't think this a healthy team dynamic, trust I think should be the default until otherwise rather than an earned thing. (If a manager requires a new hire to prove their trustworthiness, it can put a person in a catch-22 where the they can't prove their trustworthiness until they are trusted)