Ten Tips for Developing Trust


Trust is one of the biggest problems or challenges that our client’s face. We often help our clients build an atmosphere of trust. It starts with improving more effective communication and putting mechanisms in place for greater accountability. Both of these actions lead to better trust among owners, management and departments.

Trust actually flows from individuals, not organizations. Everything of value is built on trust, from financial systems, to great organizations to strong relationships. We work with our clients to achieve much higher levels of trust in a short period of time. Here is some of the information we discuss with our clients.

The Key to Success. When employees believe in the management team, they are more likely to work harder and smarter. Trust is intrinsically linked to growth. Without trust, it’s more likely your employees are being careful about their work instead of being creative. So how do you build trust in the workplace? It’s about believing in yourself, your team and communicating a message of honesty. Here are ten tips for developing an atmosphere of trust in your business.

1. Do what you say you’re going to do

It’s about keeping your word and following through on your actions. It’s easy to undermine progress when the person in charge announces a course of action but rarely follows through. If you’re not sure you will have the time for a particular action, keep it to yourself. When you build trust, people believe in you. If you say you are going to perform a particular task, make sure you do it.

2. Don’t act impulsively

How many times do we hear something on the news, or in conversation with others, that seems like an impulsive decision? Acting irrationally, or without thinking about the consequences, rarely works out. Leaders should be leading by example, which means thinking about your actions and any potential consequences as a result.

3. Communicate often and effectively

It can’t be said often enough – communication is key to understanding. Keeping news to yourself only spreads doubt throughout. Tell your employees what’s going on – good or bad – and they’re more likely to respect you.

4. Give it time

Trust doesn’t come easily. It may take weeks or months to build trust. Only when employees see consistency will they begin to trust you.

5. Trust your own people and your network

You have to let people succeed or fail on their own. Trying to micromanage an employee only signals distrust. Instead, believe in the talents of your team. Discuss options but rely on their decision-making skills.

6. Treat others the way you want to be treated

This may be the most successful way to build trust. Relationships grow when people are treated with respect. Your employees should be treated as well as you treat customers.

7. Be honest

Honesty really is the best policy. It’s never a good idea to tell lies to protect or shield others. Instead, people respect forthrightness.

8. Help people

Getting to know your staff well is important and servicing them well builds trust. Provide opportunities for improvement. Contributing to the growth of the team is not only right but helps build stronger relationships. Your willingness to help them succeed demonstrates your commitment to them.

9. Do what’s right

Trusting yourself, your values and your beliefs is important to building trust within the organization. Doing what’s right, even when others may disagree, builds a reputation of integrity.

10. Admit mistakes

We all make them. Admitting a mistake is important to the overall team strategy. When someone acknowledges a mistake, it’s more likely that corrections can be made, and lessons can be learned. Not admitting your mistakes encourages others to hide their own mistakes.

Reviewed individually, all of the tips above may seem easy. Putting them to work may be more difficult, but entirely worthwhile. When we develop trust in the workplace employees can be more open and more innovative, making it easier for the business to flourish. If you’d like to discuss trust issues at your organization, give us a call at 240-242-3349.