10 Tips to Build Team Trust

Earlier this week, we wrote about the importance of having vulnerability-based trust between individuals on a team. Given MIT Sloan’s research on trust in the workplace (which showed that roughly 1 in 4 people don’t trust their employer - a particular problem given that employers tend to overestimate their workforce’s trust level by 40%), there are few organizations who couldn’t use a trust touchup.

As we outlined previously, vulnerability-based trust between individuals is the most important, most foundational behavior need of any successful team. This type of trust, also called character trust, occurs between people who are authentically, vulnerably themselves even in, or especially in, the workplace.

We already shared some about this topic, including a crash-course in what it looks when trust is missing, so let’s dive into concrete moves you can make to truly build this critical behavior on your team.

1) Reframe Failure

Mistakes are common in the workplace, and, honestly, often a really good thing. Not only are mistakes a sign that people are innovating and taking risks, they are also the most impactful way for people to grow - if you let them. When a business failure occurs (from the large: missed targets, to the small: missed deadlines), ask your employees to reflect. What did we learn here? What’s our takeaway with regards to what we’ll do (or not do!) next time?

2) Own Your Own Stuff

Along the same lines of your failure reframe is taking ownership for your own missteps in the workplace. Fall down? Get back up, do your own reflection, and share with your employees what you’re taking away and committing to doing differently next time. Another best practice is to be honest with your employees about your own growth edges - what are you working on as a professional? Sharing this lets them know it’s OK and expected for them to also be growing.

3) Validate Identity

It’s all too easy to dismiss or minimize or reinterpret the identities of others when they don’t outwardly match our own. Doing so, however, is a huge barrier to a trusting relationship. Address this by referring to people in ways that align with how they think about themselves. Use preferred names (ask if you don’t know how to pronounce them!), preferred pronouns (don’t assume), and inclusive language (“partner” instead of “wife.”)

4) Acknowledge What’s Important (Beyond the Workplace Walls)

You may be used to wishing people a “Merry Christmas” or “Happy 4th of July” - and that’s fine! But consider important milestones and moments in others’ lives and do your best to recognize them. Holidays and occasions like Juneteenth, Ramadan, Yom Kippur, Pride Month, etc., are extremely important to the folks celebrating them. The list goes on, and your employees will notice when you’re considerate of what’s important to them. (Again, a “don’t assume” rule is key here, too!)

5) Give Feedback. Get More Feedback.

We’re huge proponents of the necessity of a culture of feedback. Without it, employee engagement is low (you don’t seem to care what they think - why would they care about your company?), you’re not going to improve, and your employees won’t either. It’s a no-brainer to engage in getting and giving feedback, but please make it part of your regular practice. Every 1:1 is an opportunity for you to share celebratory and “try this next time” feedback, and for direct reports to share back. The more you engage in this practice, the easier it becomes, and the more people trust your leadership.

6) Don’t Micromanage

There’s a difference between ensuring you are very clear about deliverables and timelines (which is best management practice!) and breathing down a worker’s neck to ensure that they are doing the work. If your employee consistently delivers, you can trust they will keep doing so. And if they don’t? Don’t assume you know why. Remember tip #1 and ask and reflect together.

7) Be Honest About Locus of Control

Sometimes, exciting business initiatives are a “not yet” based on overall company goals, budgets, or any number of challenging factors. Sometimes, the board has given a directive that’s out of your hands. Tell your employees what is going on when it will impact their day-to-day. Doing so eliminates a lot of unproductive worry and makes it much easier to trust that you’ll be upfront about what is and is not changeable.

8) Provide (Inclusive) Teambuilding Activities

Should teambuilding and team fun be mandatory? No. But it should be provided in a way that’s accessible to all employees. After-work events can be hard for caregivers to get to, and happy hour is a no-go for many people for a number of reasons. This doesn’t mean you can’t meet up at the bar after work, but make sure you’re also providing inclusive opportunities for team fun that will allow everyone to have the opportunity to join. (Not sure what those might be? Ask!)

9) Be Appreciative

Yes, people deserve to be acknowledged and celebrated for their work wins, whether as large as closing a new account, or as small as stepping in to support with a tight deadline. When your employees see that you see them, they feel appreciated and respected - a real recipe for trust.

10) Invest the Time

All of these tips are simple, but the key is that they need to be repeated, again and again. Building real trust truly takes time, and it’s time worth investing. Know that every deposit you make in your trust bank is building toward a nest egg of positive, impactful company culture, full of people who are invested, motivated, and safe at work.

Need more?

Our practice and research-based trainings are perfect for any manager looking to increase real trust on their team. We offer one-time workshops as well as longer-term development cohorts guaranteed to result in stronger team cohesion.