In a world where honesty is often proclaimed as a core value in our organizations, the reality in many workplaces is quite different.
Trust has turned to rust.
In my Global Work-Life Assessment that I conducted with nearly 10,000 people from 11 different countries—aligned to my upcoming book Work-Life Bloom: How to Nurture a Team That Flourishes—a US-based Baby Boomer director in the education sector, confessed:
“I lost my trust in leadership. From there on out, I always felt that I had to weigh the consequences of the answer I wanted to give versus still being truthful but shaping it to what I knew they wanted to hear.”
Similarly, a GenX professional in the UK noted:
“Although one of our values is ‘openness,’ actually expressing an honest opinion is more likely to get people into trouble. We learn to toe the line.”
These quotes capture a widespread issue in today’s work culture: the erosion of trust.
Trust is not merely a nice-to-have quality; it is a fundamental factor that impacts every aspect of our professional and personal lives. In Work-Life Bloom, I delve into twelve work-life factors that create the conditions for team members to bloom in both work and life. One of these critical factors is trust.
What is Trust?
Trust is the foundation upon which successful relationships get built inside and outside the workplace. It is the glue that holds teams together and the lubricant that enables smooth communication and collaboration. When trust is present, team members feel comfortable expressing their opinions, sharing their concerns, and contributing their ideas. They are more likely to take risks, knowing their colleagues will support them rather than criticize or undermine them.
Conversely, a lack of trust can have a detrimental impact on individuals and teams. When trust is absent, communication breaks down, collaboration is hindered, and creativity is stifled. Team members may become defensive, withhold information, or second-guess their decisions. This can lead to a toxic work environment characterized by suspicion, gossip, and a lack of accountability. I have witnessed this firsthand over my career. Psychological safety be damned!
Research and Stories on Trust
Numerous studies and real-world examples underscore the importance of trust in the workplace. Roughly ten years ago, a study by Interaction Associates found that high-trust companies outperformed low-trust companies by 286% in total return to shareholders. More recently, Slack found in 2023 that workers who feel trusted have 2.1x better focus, 2x higher productivity, and 4.3x greater overall satisfaction at their place of work.
One positive example of trust in the workplace is the case of the Four Seasons Hotels and Resorts. The company has consistently been ranked as one of the best workplaces and has received numerous awards for its commitment to employee well-being. A key component of its success—as indicated by employee feedback—is the high level of trust between management and staff.
Another positive example is the case of Wegmans Food Markets, a regional supermarket chain in the US. The company has been ranked among the top 10 on Fortune’s '100 Best Companies to Work For’ list for over 20 years while continually being a Great Place to Work recipient, primarily due to its culture of trust and empowerment.
On the other hand, a lack of trust can have severe consequences. The collapse of Lehman Brothers, a global financial services firm, is a prime example of the negative impact of a lack of trust. The company’s downfall was precipitated by a culture of secrecy and deception, which eroded trust among its employees, clients, and stakeholders.
Another negative example is the infamous case of Volkswagen’s emissions scandal. The company’s decision to deceive regulators and the public about the emissions of its diesel vehicles eroded trust in the brand, leading to a significant decline in sales and a damaged reputation in addition to large drops in employee morale.
Trust the Process
Building and maintaining trust in the workplace is not a one-time effort but a continuous process. Leaders must model the behavior they wish to see in their teams by being transparent, consistent, and accountable. They must also create a safe and supportive environment where team members feel valued and respected.
In Work-Life Bloom, I offer practical advice and actionable strategies for cultivating trust in the workplace and beyond. I define trust as follows: The demonstration of authentic and consistent behavior such that people become advocates for one another.
Trust is essential for creating the conditions for individuals and teams to bloom in work and life. Leaders must recognize the importance of trust and actively work to cultivate it from the get-go. Underestimating its significance can lead to dire consequences, not only for the organization but for the well-being of its people.
It’s time to create the conditions of trust and create a more positive, productive, and fulfilling work-life experience for ourselves and the team members we lead.
PS. Now is a great time to pre-order Work-Life Bloom. Loads of free gifts when you do.
