3 Key Actions to Build Trust at Work

Workplace trust is at an all-time low. A 2023 Gallup study revealed that only 21% of U.S. employees strongly trust their leaders. This erosion of trust comes with steep costs: disengaged employees, stalled innovation, and increased turnover. But rebuilding trust isn’t as simple as making promises or issuing mandates—it requires demonstrating trustworthiness through actions and consistent behavior.

Trust can’t be demanded—It must be earned through authentic, supportive, and dependable leadership. For leaders seeking to improve their trustworthiness and encourage employee engagement, focusing on the following areas can yield meaningful progress:

1. Acknowledge Your Weaknesses

Leaders gain credibility by being honest about areas where they need improvement. Employee feedback—whether gathered through surveys, exit interviews, or direct conversations—can highlight areas of frustration or concern. The next step is critical: take tangible action based on this input.

Evaluate your competence, reliability, sincerity, and care as a leader. These four pillars of trust, as outlined by executive coach Sara Sabin, provide a framework for self-assessment. For example:

• Competence: Are you equipping your team with the skills and tools they need to succeed?
• Reliability: Do you deliver on promises?
• Sincerity: Are your communications authentic and transparent?
• Care: Do your actions show genuine concern for your employees’ well-being?

However, avoid the trap of making empty promises. Employees quickly lose trust if leadership solicits feedback but fails to act on it. Authenticity and follow-through are key to building credibility and trust.

2. Empower Through Delegation

Trust is reciprocal. Leaders who refuse to delegate signal a lack of confidence in their team, which stifles creativity and development. As Chris Lipp, professor of management communication at Tulane University, points out, micromanagement often stems from fear and insecurity, which disempowers both leaders and their teams.

Delegating tasks not only frees leaders to focus on strategic priorities, but also encourages employee growth and ownership. By entrusting your team with meaningful responsibilities, you demonstrate faith in their abilities—an essential ingredient for building mutual trust.

3. Prepare for Crises

Crises are inevitable, but trust is often solidified—or lost—based on how leaders respond. Having a plan in place before a crisis arises is crucial for maintaining trust with both employees and external stakeholders.

Behavioral scientist Art Markman suggests outlining a clear communication strategy that addresses key audiences:

• Employees: Keep them informed about the impact on their roles and the steps being taken to address the situation.
• External Stakeholders: Provide timely updates on disruptions and reassure clients or customers about your commitment to resolution.

Additionally, assemble a trusted crisis team and anticipate potential scenarios. A well-prepared leader inspires confidence and preserves trust even in challenging times.

The Path Forward

Building trustworthiness is a long-term commitment, but the rewards—greater employee engagement, loyalty, and innovation—are worth the effort. Leaders who prioritize self-awareness, delegate effectively, and prepare proactively set the stage for a more engaged and resilient workforce. Trust isn’t a checkbox or a quick fix; it’s an ongoing journey, but one that starts with consistent, authentic actions.