Trust is not a leadership “nice to have.” It is the currency that every high-performing team runs on. Without it, even the most talented people will hold back.
Trust is essential; it fuels performance, retention, and well-being. According to Gallup’s State of the Workforce Report 2025, global employee engagement dropped to just 21% in 2024. One of the strongest predictors of engagement is whether people trust their leaders and feel trusted in return. Trust impacts productivity, retention, and even wellbeing.
The good news? Trust grows through small, consistent actions repeated over time. That means any leader — whether brand new or highly experienced — can start building more trust this week.
Here are five everyday ways to build trust as a leader, plus strategies to spot trust erosion early.
1. Start meetings by listening first
The way you open a meeting sets the tone for what follows. When leaders begin by laying out their own ideas, it can unintentionally signal that the discussion is already over.
Starting with listening sends a different message: Your voice matters here. It shows you value input before forming conclusions and makes space for perspectives you might not have considered.
Example: Instead of opening with your own perspective, start with an open-ended, curiosity-based question like, “What’s your first take on this situation?” or “What feels most important for us to focus on today?” This approach signals that you’re here to listen and learn before offering your own view, which invites more authentic contributions.
How to make it a habit:
- Block the first 5 minutes of every meeting for input.
- Rotate who speaks first to avoid hierarchy bias.
- For bigger decisions, give people the agenda in advance so they can prepare their thoughts.
Related reading: How to Create Clarity at Work: A Practical Way to Lead with Less Confusion and More Confidence
2. Follow through on small promises
Trust often hinges on the little things. If you say you’ll send a document, introduce someone, or confirm a detail, do it. People notice when you keep your word, and they notice when you don’t.
When leaders drop small commitments, people notice. Over time, those missed follow-ups can chip away at credibility. On the other hand, consistently keeping small promises reinforces the belief that your word can be trusted on larger issues.
Example: After a meeting, jot down every action you committed to. Aim to complete them within 24 hours. This shows reliability and keeps momentum going.
Pro tip: If you cannot meet a commitment, communicate early. Letting someone know you have not forgotten — and giving a realistic new timeline — still builds trust.
3. Share the “why” behind decisions
People will not always agree with your decisions, but they will respect them more when they understand the reasoning. Explaining the “why” creates transparency and invites people to connect their work to the bigger picture.
Without that context, people often fill in the gaps with assumptions, and those assumptions are rarely positive.
Example: If you need to shift priorities, explain how the change supports strategic goals or addresses an urgent need. Even if the decision is unpopular, transparency earns more trust than silence.
How to make it a habit: Challenge yourself to explain not just what you have decided, but why you decided it, every time you communicate a change.
How to build trust when you can’t share everything:
- Share as much context as you can without breaching confidentiality.
- Explain the process you used to reach the decision.
- Acknowledge any trade-offs involved.
- Invite questions and be open to feedback, even if the decision is final.
4. Admit when you do not know something
Leadership is not about having all the answers. Pretending you do can damage credibility faster than admitting you do not.
Owning what you do not know models honesty, shows humility, and creates space for others to step up with their expertise. It also builds psychological safety; your team learns it is safe to say, “I’m not sure, but I’ll find out.”
Example: If you’re asked a question you can’t answer, say, “I don’t have that information yet, but I’ll confirm and follow up.” Then keep that commitment, as the follow-up is where the trust is cemented.
5. Recognize effort, not just results
Results matter, but focusing only on outcomes can unintentionally signal that effort does not count unless it “wins.”
Recognizing effort tells your team you value persistence, creativity, and problem-solving, especially when the outcome depends on factors outside their control.
When people know their effort is seen, they are more willing to take smart risks and bring forward creative solutions.
Example: In your next one-on-one, highlight a specific action or behaviour you appreciated, even if the project isn’t finished. Recognition that’s specific and timely has more impact than a generic “good job” weeks later.
What trust makes possible
When trust is high, teams:
- Share ideas freely without fear of judgment
- Address problems early instead of letting them grow
- Support each other during high-pressure moments
- Stay engaged because they believe their contribution matters
This is not theory. We see it in our work with leaders across industries — from manufacturing to nonprofits — who commit to trust-building habits. The shift is measurable, both in performance and in team morale.
How to spot trust erosion early
Trust doesn’t usually disappear overnight. It fades quietly, often before anyone speaks up. Watch for:
- Silence in meetings where there used to be discussion
- A drop in informal conversations or collaboration
- People hesitating to take ownership or volunteer ideas
- An increase in “checking up” instead of “checking in”
First steps when you see these signs:
- Name what you’re noticing and invite honest feedback.
- Look for quick wins to rebuild reliability (e.g., resolving a long-standing concern).
- Make time for 1:1 conversations to hear what’s going unsaid in group settings.
Catching these early allows you to address the root cause before it becomes a bigger culture issue.
Building trust is about consistency
Trust is not built in a single moment. It grows from repeated actions that signal respect, reliability, and openness.
If you want to strengthen trust in your team, start small but stay consistent. Over time, those everyday ways to build trust as a leader will become second nature — and part of your team’s culture.
Want your managers to master these skills? Explore our leadership development programs and see how we help leaders apply trust-building habits in real-world situations.
