“Trust is built in drops and lost in buckets” – Kevin Plank.
If your organisation has ever struggled with trust – know that you aren’t alone.
Trust and confidence in leadership isn’t something that comes easily, and its hard work to maintain.
But we can help. We’re going to cover why trust in leadership matters, what causes lack of trust, the number one most effective way to start building trust at work, and other steps leaders can take to build trust in teams.
It seems like a trivial question – but it isn’t really, when we consider just how many employees struggle with trusting their leaders. Gallup reported that only around 23% of workers strongly agree that they trust the leadership of their organisation. Ouch!
Of course, we all know that trust in leadership is important, the question should lean more towards how do positive perceptions of leaders impact the workplace?
According to Harvard Business Review in – the neuroscience of trust is so empowering for organisations that the benefits include:
The embodiment of trust at work is a cohesive team where everyone feels valued and respected.
It’s evident in open communication, where employees feel comfortable sharing their ideas (and concerns) among peers and managers without fear of judgment. Trust is also reflected in the reliability and integrity of leaders, who follow through on their commitments and act in the best interests of their team.
Lack of trust is poison for workplace culture. It leads to insecurities, workplace conflicts, poor communication, unproductive work and can even lead to damaging effects on employee mental health and wellbeing.
All round lack of trust is just bad news for workplace – so it’s important to be aware of the common root causes:
To build trust at work, the most effective approach is to listen more than you speak. That may sound simple in principle, but it takes a lot of work.
To do this well, leaders must continuously solicit feedback from employees through anonymous surveys and take action based on the insights gathered from their teams’ collective voice.
If you can successfully do that, not only will you gain trust in leadership, but you’ll be well on your way to creating a workplace where people genuinely enjoy spending their time.
Understand that trust takes time to build and doesn’t happen overnight. Trust is earned through consistent actions over time, not just with words.
Trust breeds trust. So when you show faith in others, they are more likely to reciprocate. Take the first step and show your team members you value and respect their abilities.
Don’t be afraid to openly share information about business decisions, goals, challenges, and even failures. Transparent communication goes a long way in creating a culture of honesty and accountability – which helps to build healthy relationships.
It might sound cliché but if you want people to exhibit consistency, honest and respect you must set that example to begin with. Actions speak louder than words, so demonstrate the values and behaviours you expect from your team – and you will inspire them to follow suit!
Showing gratitude is so simple, yet so impactful, and that’s because gratitude helps build trust by reinforcing positive interactions for others’ contributions. So make the effort to acknowledge and say thanks for both small and significant achievements, and you’ll see the continued dedication from your team.
We’re all familiar with Brenè Browns work and the power of vulnerability in leadership! At the end of the day we are all human – that doesn’t change when we turn up to work. So be authentic with your teams and lead with empathy. With this approach you will build rapport by showing your employees you value their individual experience and perspectives.
Admitting mistakes not only proves you’re an accountable leader, but what’s also more important is it creates a work environment where team members feel safe to do the same. This goes a long way in showing genuine humility, and building trust with employees.
This goes back to our point about listening more than you speak. Seeking feedback is the most effect way to build trust because it shows your commitment to ongoing improvement and a willingness to listen. Don’t bury your head in the sand, commit to a continuous feedback strategy and act based on your teams’ recommendations and experiences. Trust us, team members that feel heard are happiest.
This final point should really go without saying! But as a leader you need to do the things you say you’ll do. There’s no quicker way to creating a lack of trust at work than with broken promises. People trust leaders who follow through on their commitments because it validates their reliability and integrity. When leaders consistently deliver on their promises, it shows that they take their responsibilities seriously and can be counted on.
Do you want to explore more around using surveys to build trust at work? You’re in the right place.
About the author
Lucy Harvey, CEO at Stribe, has 11+ years’ experience in purpose-driven leadership roles across health, wellbeing, internal communications, employee engagement, and marketing. She is passionate about creating workplaces where people are happy, fulfilled, and feel comfortable and safe to talk.
