How to Spark Trust in the Workplace: 10 Surprising Tips!

In a landscape where change is constant, trust in the workplace is a constant that keeps teams grounded and effective. But are we taking it seriously?

According to PwC’s Global CEO survey, 55% of CEOs view a lack of trust as a major threat to their organization’s growth. Yet, many leaders are unsure how to tackle this critical issue.

The results speak volumes for high-trust companies: employees experience 74% less stress, 106% more energy, and 50% higher productivity. With benefits like 76% more employee engagement and 40% less burnout, it's evident that cultivating trust is not just a strategic advantage—it's a game-changer.

In this blog, we'll look at the importance of trust in the workplace, how it has become important in recent years, and, most significantly, some trust-building tactics for leaders.

Without trust, we don't truly collaborate; we merely coordinate, or at best, cooperate. It is trust that transforms a group of people into a team. - Stephen M.R Covey

But let's first understand what exactly it is.

What is trust in the workplace?

Trust in the workplace refers to employees' confidence, belief, and reliance on their teammates, management, and the overall business environment. It is the cornerstone for positive relationships and effective teamwork, where team members feel safe, respected, and supported.

The basis of trust is the assumption that people would behave in a dependable, honest, and competent manner and maintain their promises and obligations.

When are you trustworthy in your workplace?

You're not trustworthy simply because you want to be. You are trustworthy when others say you are.

It implies that trust is determined not just by one's intentions but also by how others perceive and evaluate one's trustworthiness.

Claiming to be trustworthy is not enough if others do not perceive an individual or organization as such based on their actions, words, and consistency.

Trustworthiness is built through demonstrated reliability, honesty, and consistency, rather than just by making claims or promises.

For example, suppose you, as a leader, frequently promise things to your team but fail to deliver on those promises, regardless of your intentions. In that case, you will not be considered trustworthy. On the other hand, a leader who regularly exhibits honesty, openness, and reliability and maintains their commitments will be seen as reliable by their followers.

Why trust in the workplace is important?

In this section, we'll discuss how, as a manager or employer, prioritizing trust in the workplace can bring the best out of your team.

• Collaborative environment: When team members trust each other, communication flows freely. This openness fosters idea-sharing and problem-solving, creating a dynamic environment where creativity and innovation thrive.

• Leadership effectiveness: Trusted leaders can delegate tasks confidently, knowing their team will perform well. This trust allows leaders to focus on strategic goals and long-term planning.

Read our ultimate guide on: Leadership: Fundamentals, Evolution, Challenges & Future

• Employee morale and engagement: Trust is the cornerstone of high employee morale, much like the chicken-or-egg dilemma. Trust sets the foundation for solid engagement, while high morale can enhance trust. This cyclical relationship means that although trust is essential to start the process, both trust and morale continually reinforce each other.

• Employee satisfaction and retention: Trust directly impacts job satisfaction and productivity. Employees who feel trusted are more satisfied with their jobs and are less likely to leave. This reduces turnover and enhances overall productivity.

• Builds strong relationships: Trust builds strong relationships with customers and stakeholders, leading to repeat business, positive word-of-mouth, and a strong brand reputation, ultimately driving organizational success.

• Enhances innovation: Trust promotes an innovation culture where employees are comfortable sharing their ideas and taking risks as they are not judged. Moreover, when there is trust, the employees are encouraged to try out new things.

• Positive work environment and culture: Trust creates a positive work atmosphere. Employees feel valued and respected, which boosts morale and fosters a supportive company culture.

10 Tips To Build Trust In The Workplace

1. Build a culture of transparency

Open communication is vital for building trust. It ensures everyone is aligned on goals and expectations, reducing misunderstandings and conflicts. Employees who feel heard and valued, become more engaged and committed to their work.

Strategies for promoting transparency:

1. Regular Updates: Keep employees informed about company goals, changes, and decisions. Regular updates build trust by reducing uncertainty and keeping everyone on the same page.

2. Open Door Policy: Encourage an open-door policy where employees feel comfortable approaching leaders with questions, concerns, or feedback. This fosters a sense of accessibility and openness.

3. Feedback Mechanisms: Implement regular feedback systems where employees can voice their opinions and suggestions. Act on this feedback to show their input is valued and taken seriously.

4. Clear Communication Channels: Use clear and consistent communication channels. Ensure information is easily accessible and avoid mixed messages.

5. Honest Reporting: Be transparent about challenges, boundaries and setbacks, not just successes. Honesty builds credibility and strengthens trust.

Fostering an environment of openness and clear communication lay the groundwork for a more trustworthy and collaborative workplace.

2. Encouraging mutual respect

The Connection Between Trust and Mutual Respect: Trust and mutual respect go hand in hand. When employees respect each other, they are more likely to trust one another. Respect creates a positive environment where trust can flourish, leading to better teamwork and collaboration. However, developing mutual respect in bigger teams can quickly become challenging if not managed well. Below are some strategies you can effectively use to build connection and respect.

Strategies for fostering a culture of respect:

1. Lead by Example: Demonstrate respectful behavior as a leader to set the standard for others.

2. Promote Open Communication: Encourage honest and respectful dialogue among employees to build understanding and trust.

3. Value Diverse Perspectives: Respect and include different viewpoints and backgrounds, showing that everyone’s opinion matters.

4. Address Disrespect Quickly: Tackle any instances of disrespect promptly and fairly to maintain a respectful environment.

Provide Respect Training: Offer workshops or training sessions on communication and respect to build awareness and skills.

By fostering mutual respect, you create a supportive atmosphere where trust can grow, enhancing overall teamwork and productivity.

3. Promoting accountability and responsibility

Holding employees accountable builds trust by showing fairness and consistency. When employees know what is expected and see that performance matters, they trust the process and leadership.

Encourage responsibility by setting clear expectations and empowering employees to make decisions. Provide support and recognize their achievements. Acknowledge mistakes as learning opportunities. This approach fosters a sense of ownership and commitment, strengthening trust within the team.

4. Recognizing and rewarding trustworthiness

Recognizing and rewarding trustworthiness reinforces the value of integrity and reliability. It motivates employees to uphold these qualities and demonstrates that the company values and expects trust.

Ways to recognize and incentivize trustworthiness:

1. Public Recognition: Highlight trustworthy behavior in meetings or company communications to show appreciation and set a positive example.

2. Performance Reviews: Include trustworthiness as a key criterion in performance evaluations and discuss it openly.

3. Rewards and Incentives: Offer tangible rewards, such as bonuses or extra time off, for employees who consistently demonstrate trustworthiness.

4. Career Advancement: Provide growth opportunities or promotions to employees who exhibit strong integrity and reliability.

5. Personal Praise: Give direct, sincere praise to employees who act with honesty and dependability.

5. Display your commitment to fair play in rewards and recognition

Fair play is the key element in a trusting relationship. An employee may perceive whether the rewards and recognition package is fair in terms of the following:

• The amount of effort they put forward.
• The influence and quality of their performance.
• Their education, experience, and training.
• Their present role's scope and complexity.

They will also compare fairness to others like:

• Colleagues playing similar job roles in the organization.
• Supervisors and subordinates.
• Peers in other organizations.

Your rewards and recognition program should focus on fairness from both internal and external aspects.

Internally, ensure that the R&R program provides equal opportunities and benefits for all employees, regardless of their location, job title, or background. Externally, consider the cultural and economic differences of your team and tailor your R&R program to meet their specific needs and expectations.

Fairness also plays a role when it comes to handling inevitable mistakes. Rewarding people for their good faith mistakes can help them understand what not to do and how to use their mistakes as motivators. This will build faith on the ground level.

So now, what can you do to go above and beyond to encourage inclusivity and justice in recognition and rewards?

A platform that offers a variety of channels for recognition, ranging from peer-to-peer praises to manager-led recognition and even company-wide celebrations. A rewards and recognition platform like Vantage Circle can build a culture where every employee feels valued and included regardless of function or level. It improves workplace trust by creating a feeling of equity and fairness in the recognition process. It enables employees to recognize and appreciate each other's achievements meaningfully.

To get more specific, let’s talk about Vantage Circle’s most loved and trusted feature: Panel Awards. Here’s the basic structure of the same:

In the above picture, we can see panel awards include multiple stakeholders in the decision-making process. This can lessen biases and guarantee that rewards are determined using impartial standards.

Thus, panel awards are distributed fairly and transparently based on merit and objective standards. And, most importantly, they are not influenced by personal relationships, favoritism, or other forms of bias.

6. Set privacy policies

Establishing specific privacy policies is critical in any organization. It is mostly to maintain personal and professional boundaries within the organization. Some information, such as pay disclosure, may result in mistrust in an organization, complicating matters.

It is also true in the case of engagement surveys or feedback programs, where anonymity is quite important. There is also an anonymity threshold, implying that the survey results will not be displayed unless a certain number of people reply.

For example, suppose you set a minimum of 5 respondents and only get 4 responses. In that case, the survey results cannot be filtered since it is too easy to correlate answers to respondents.

Ensure your survey platform offers this threshold, especially if you are a small organization with small departments. Communicating this procedure to your employees will foster trust and, as a result, honest responses.

If you're looking for an effective survey tool for your workplace, you might want to check out Vantage Pulse.

It is the ultimate solution designed to help organizations build and maintain trust in the workplace. It offers various templates, including pulse surveys, employee satisfaction surveys, and culture surveys.

These surveys allow employers to gain valuable insights into their employees' opinions, concerns, and engagement levels. By regularly collecting and analyzing this data, employers can make informed decisions that improve employee satisfaction, motivation, and productivity.

Moreover, Vantage Pulse ensures anonymity, allowing employees to share their thoughts and feedback freely without fear of retribution or negative consequences.

Schedule a free demo to see how!

7. Training and development opportunities

Offering training and development opportunities signals that you’re invested in your employees’ futures. When employees see that the company is committed to their growth, they feel valued and supported. This investment builds trust and boosts their motivation and loyalty, leading to a more engaged and dedicated workforce.

8. Take up and communicate employee engagement initiative

Employees are naturally curious about the motivation behind employee engagement activities. They want to understand its purpose, goals, and benefits. As an employer, it is essential to communicate clearly with employees about the reasons for engagement activities.

This can be achieved through various communication channels, such as company-wide announcements, team meetings, newsletters, or one-on-one conversations.

Clear communication helps employees understand the significance of their participation. It encourages them to take an active role in these initiatives.

9. Show consistency

Showing consistency is an important factor in establishing trust in the workplace. Leaders should strive for consistency in their actions and decisions, so employees know what to expect.

For example, if a leader regularly holds office lunches or team outings, employees will come to rely on those events as a way to bond and connect with their colleagues.

Similarly, if a leader promises yearly bonuses, it's important to follow through on that promise consistently year after year. Such consistencies contribute to a sense of trust and dependability that can improve morale and productivity across the organization.

10. Embrace diversity

Employees from all backgrounds bring a wide range of viewpoints, experiences, and talents. This diversity of thinking stimulates creativity, innovation, and problem-solving. Employees feel included, respected, and appreciated in a workplace that values diversity, leading to increased engagement, collaboration, and trust.

Most importantly, it gives you a competitive advantage since diverse teams are more adaptive, resilient, and well-equipped to deal with the complexity of a globalized environment. Thus embracing diversity is more than just checking boxes; it is about unleashing employees' full potential and using their abilities, which leads to increased trust and organizational success.

That's where, once again, Vantage Circle comes in, with its customized recognition programs that can focus specifically on DEI efforts. These programs can recognize individuals or teams for their contributions toward promoting workplace diversity, equity, and inclusion. By acknowledging and celebrating these efforts visible in the form of feed posts, Vantage Circle can help motivate and inspire employees to continue to work towards creating a more inclusive workplace culture.

And that’s not all. By collecting anonymous feedback from employees and analyzing survey results, Vantage Circle can provide organizations with valuable insights into how they can create a more inclusive environment.

Plus, with the ability to track diversity, equity, and inclusion metrics, the platform can help organizations stay on track and progress toward their DEI goals.

The Erosion Of Trust In The Workplace

In recent years, workplace trust has eroded for several reasons.

According to PwC’s recent Trust Survey, only 60% of workers feel trusted by their employers.

The perception of trust has declined further with the rise of remote work.

20% of executives express greater trust in in-office employees compared to remote workers.

35% of employees would trust their company less if it monitored their online activity while working remotely

So now, what are the possible reasons for deteriorating trust in the workplace? Let's quickly have a glance at the following reasons:

1. With the rise of remote work, employees feel disconnected, leading to a loss of trust.
2. Job insecurity and mistrust in leadership emerge from organizational changes such as mergers or downsizing.
3. Because of high-profile incidents of corporate scandals and unethical behavior by CEOs, employees have lost trust in corporations.
4. Lack of openness in communication, decision-making, or information sharing breeds rumor and distrust, shattering trust.
5. Diverse workforces can lead to misunderstandings, biases, and disputes, all of which can cause havoc on trust relationships.
6. High levels of workplace stress and burnout can lead to a breakdown in trust.
7. Employees who do not receive relevant feedback or recognition for their efforts may feel devalued and unfairly treated. It might result in a breakdown of trust between employees and their managers or employers.
8. Miscommunications due to generational differences can lead to a collapse of trust.

Frequently Asked Questions About Trust In The Workplace

1. What are the characteristics of trust in the workplace?

Honesty, reliability, transparency, vulnerability, and consistency are characteristics of trust in the workplace. Employees are more likely to feel comfortable, supported, and engaged at work when they believe they can trust their leaders and coworkers. Over time, trust is developed via regular, real actions and communications.

2. What are good examples of trust in the workplace?

Effective collaboration and mutual support among coworkers, as well as companies that place a high priority on employee well-being and work-life balance, are all examples of organizations that foster trust in the workplace. You can also show trust by keeping your word, owning up to your mistakes, and giving supportive criticism.

3. What is the value of trust as a leader?

Trust is a key asset for a leader. Employees are more likely to feel inspired, engaged, and loyal when they trust their leaders. Building stronger teams, fostering an environment of openness and collaboration, and more effective task delegation are all made possible by trust. Trust-focused leaders are more likely to be regarded as credible, approachable, and efficient.

4. What is the core value of trust in the workplace?

The fundamental value of trust in the workplace is that it lays the groundwork for solid relationships and successful communication. Employees are more likely to collaborate efficiently, solve problems creatively, and openly share ideas when they have mutual trust. Furthermore, trust fosters psychological safety, empowering staff to take calculated risks and innovate without worrying about criticism or retaliation.

This article is written by Susmita Sarma, a seasoned Digital Marketer at Vantage Circle. Esteemed for cultivating recognition and empathy-centric cultures, Susmita also hosts the Vantage Influencers Podcast, where she engages with global HR leaders to uncover critical industry insights. For any related queries, contact editor@vantagecircle.com