Building trust between leaders and employees (and vice versa) is an ongoing effort. Like all culture change, it doesn’t happen overnight. The work of trust building never “done.” Once earned, trust needs to be nurtured daily.
However, there are encouraging signs that you’re on the right track. Here are some of the most noticeable:
- There’s a sense of belonging and camaraderie. People are welcoming to new hires. Coworker relationships seem friendly and people want to help each other.
- People have the skills they need to be successful in their work.
- There’s a clear path to growth and development.
- Leaders practice clear communication. People know what to do. (This includes transparency: there’s not a lot of gossip and misinformation.)
- People don’t mind telling the truth. If they’re struggling, they’re not afraid to speak up. (This is a sign of psychological safety and it’s crucial for trust.)
- Leaders regularly ask for input. People willingly provide it.
- Employees are always looking for ways to make the organization better.
- Everyone seems aware of the positive impact they make, including those whose jobs are less visible. (This connection to purpose doesn’t happen on its own; leaders need to constantly narrate it.)
- Leaders work shoulder to shoulder with employees. They don’t ask people to do anything they themselves wouldn’t do.
- Middle managers don’t fall back on “we/they” communication. They speak highly of senior leadership.
Of course, this is not a complete list. The Human Margin: Building the Foundations of Trust, which I co-authored with Dr. Katherine Meese, offers more insights on what trust looks like in action…and how to keep building more of it.
