How to Build Trust in the Workplace

In today’s rapidly evolving business landscape, trust has emerged as a critical foundation for successful organizations. When teams trust their leaders and each other, companies experience improved collaboration, increased innovation, and stronger business outcomes.

The Business Case for Trust

Building trust isn’t just good for morale—it directly impacts your bottom line. According to a global study by PwC, 55% of CEOs believe that a lack of trust is a threat to their organization’s growth (PwC Global CEO Survey, 2023). Organizations with high-trust cultures report:

• 74% less stress among employees
• 50% higher productivity
• 76% higher engagement
• 40% less burnout

These statistics highlight why forward-thinking companies are prioritizing trust-building as a core business strategy rather than a nice-to-have soft skill.

Understanding Trust in the Workplace

Workplace trust operates on multiple levels:

Vertical trust flows between leaders and employees. When leaders demonstrate transparency and follow through on commitments, employees develop confidence in the organization’s direction.

Horizontal trust exists between team members. This peer-to-peer trust enables effective collaboration and psychological safety that drives innovation.

Organizational trust encompasses the overall confidence employees have in company systems, policies, and practices.

Key Elements That Build Trust

1. Transparency and Communication

Open, honest communication forms the bedrock of trust. Leaders who share information freely—including challenges and setbacks—create environments where employees feel respected and valued.

Practical implementation:

• Hold regular company-wide updates on business performance
• Share the “why” behind decisions, not just the outcomes
• Create accessible channels for two-way communication

2. Consistency and Reliability

Trust develops when words and actions align consistently over time. Research from Edelman shows that 81% of employees consider trust when making employment decisions, with “keeping promises” ranking as the top trust-building behavior (Edelman Trust Barometer, 2022).

Practical implementation:

• Follow through on commitments, no matter how small
• Establish clear expectations and stick to them
• Create consistent processes that employees can rely on

3. Empathy and Recognition

Demonstrating genuine care for employees as individuals—not just resources—builds emotional connections that strengthen trust.

Practical implementation:

• Practice active listening without interrupting
• Acknowledge emotions and validate experiences
• Recognize contributions publicly and specifically

4. Accountability and Ownership

Taking responsibility for mistakes and giving credit for successes creates a culture where trust can flourish.

Practical implementation:

• Admit mistakes openly and share lessons learned
• Give credit to others generously
• Address issues directly rather than ignoring them

Practical Trust-Building Methods

Implement Regular Feedback Loops

Create structured opportunities for input and ensure you close the communication loop:

1. Conduct pulse surveys to gather quick feedback on specific topics
2. Host monthly roundtables where employees can raise questions directly with leadership
3. Utilize anonymous feedback tools for sensitive topics
4. Report back on what you heard and what actions you’re taking as a result

Develop Trust Through One-on-One Connections

Individual relationships form the building blocks of organizational trust:

1. Schedule regular check-ins that focus on development, not just task updates
2. Practice “no-agenda” conversations where employees can discuss what matters to them
3. Honor confidentiality to demonstrate trustworthiness
4. Follow up on personal matters to show you care about the whole person

Create Transparency Around Decision-Making

When employees understand how and why decisions are made, trust grows:

1. Document and share decision-making frameworks
2. Involve appropriate stakeholders before finalizing major decisions
3. Explain the rationale behind difficult choices
4. Acknowledge trade-offs and constraints openly

Rebuilding Broken Trust

Even the best organizations sometimes experience trust breakdowns. When this happens:

1. Acknowledge the breach honestly and promptly
2. Listen to understand the impact without becoming defensive
3. Take concrete action to address the root causes
4. Be patient as trust rebuilds gradually through consistent behavior

Measuring Trust in Your Organization

Objective metrics help track trust-building progress:

• Employee Net Promoter Score (eNPS) measures willingness to recommend your company
• Trust index surveys specifically evaluate trust levels across departments
• Retention rates often reflect trust levels, particularly for key talent
• Psychological safety scores indicate whether employees feel safe being vulnerable

Next Steps: Building Your Trust Action Plan

1. Assess current trust levels in your organization through surveys or focus groups
2. Identify specific gaps where trust needs strengthening
3. Select 2-3 trust-building practices to implement immediately
4. Measure impact after 90 days and adjust your approach

By prioritizing trust-building as a strategic imperative rather than a “soft” initiative, businesses can create sustainable competitive advantages that drive growth and innovation.

Need help developing a culture of trust in your organization? Reverb’s Leadership Development services provide tailored solutions to build trust at all levels of your company.