Trust in leadership is at an all-time low. Only 46% of leaders trust their direct managers, and fewer than one in three trust senior leaders, according to HR consultancy DDI. Worse, 61% of employees believe business leaders use deception.
And it’s not getting better. GALLUP data shows trust in business leadership is trending down, not up.
Source: Gallup Leadership & Management Indicator
Why it matters: Neuroscientist Paul J. Zak has found that high-trust workplaces outperform low-trust ones on several levels. According to his research, employees at high-trust companies report:
- 74% less stress
- 50% higher productivity
- 40% less burnout
On the flip side, the cost of distrust is steep. Without trust, employees disengage, stop innovating, and are likelier to quit.
Make Trust Your Competitive Advantage
Evolve The Com helps you develop your employees into your organization’s most valuable asset, capable of driving amplified innovation and growth.
How to Build Trust with Your Team
1. Practice Transparency and Open Communication
Share information openly and honestly, even when it’s tough. Encourage two-way dialogue where team members feel safe to speak up and share ideas. Clear, direct communication builds trust faster than sugarcoating or silence.
2. Demonstrate Consistency and Reliability
Keep your word and follow through on what you say you’ll do. Be predictable in how you act and make decisions so your team knows what to expect. Trust grows when you’re steady, not all over the place.
3. Show Empathy and Genuine Interest
Get to know what your team is dealing with and what they need. Really listen, show you care, and treat them like people, not just workers. Trust comes naturally when your team knows you’re in their corner.
4. Empower and Trust Your Team First
Give your team real responsibilities and show you believe in them. Let them make decisions without micromanaging every step. Trust is a two-way street—give it first, and you’ll get it back.
5. Recognize and Appreciate Efforts
Celebrate wins, no matter the size, and call out progress as much as results. Let your team know you see and value their hard work. A little recognition goes a long way in building trust and keeping spirits high.
Bottom Line
As Ernest Hemingway said, “The best way to find out if you can trust somebody is to trust them.” Take the first step today: Be transparent, empathetic, and consistent. Your team—and your bottom line—will thank you.
Ask Someone at Work: What is one thing I could do to better support you right now?
Bookmarks
Here are the best articles, surveys, and resources we have come across this month:
We asked, you answered: the workplace trends that matter: A new survey uncovers what employees actually value most, and how these factors affect retention, productivity, and engagement across different generations. (SurveyMonkey)
Why Gender Equity in the Workplace is Good for Business: Gender equity in leadership isn’t just the right thing to do—it’s good for business. This article explores the barriers women face and why breaking them down drives success. (Harvard)
KPMG Survey: Workplace Friendships Play a Critical Role in Employee Mental Health, Job Satisfaction: Workplace friendships are more important than ever for mental well-being and job satisfaction. Find out why tech-driven interactions just aren’t enough anymore. (KPMG)
How Does Dignity Fit Into Your Leadership?: When dignity is violated in the workplace, it hurts everyone. This piece shows how leaders can create a culture of respect that boosts motivation and engagement. (HBR)
More Resources
📚 E-Book: Why EQ Matters; Emotional Living in the Professional World
💻 Webinar: Strategies for Effective Communication in the Workplace (Replay)
📞 Free Consultation: Workplace Dynamics Consultation with Celesta