The Benefits of a Trust Based Culture

by Alwyn Dias, Crothers Consulting
Building a trust-based culture within a company requires intentionality, consistent communication, and an environment where transparency, accountability, and respect are valued.   
A trust-rich culture boosts employee satisfaction and allows for stronger retention.  A recent report that said high-trust organizations see 74% less stress, 106% more energy at work, 50% higher productivity, and 76% more engagement among employees compared to low-trust companies.   

In order to benefit from trust, it starts at the top.  Leaders must model trustworthy behavior themselves. They should be transparent, honest, and reliable in their actions and communications. Along with encouraging open communication at all levels of the organization. This includes sharing information about company goals, challenges, and decisions. The more informed employees feel, the more trust will be given to leadership. 
With active communication, leaders create opportunities for employees to voice their opinions, concerns, and ideas. It’s also vital to actively  listen to their feedback and take it seriously. Employees are more likely to trust when they feel they’re being heard and their opinions matter.  
HR's role in trust-building is pivotal in any business setting. Their expertise in managing employee relations shapes a transparent, equitable workplace. Effective communication is crucial, as 86% of employees and executives cite lack of effective collaboration and communication as leading causes for workplace errors. Additionally, teams that communicate effectively may see up to a 25% increase in productivity. Equitable policy enforcement, and regular feedback are key. If employees regard HR as a dependable partner, trust flourishes, enhancing the relationship between employers and employees. This positive dynamic elevates workplace satisfaction, fostering a sense of connection and loyalty among staff. For an in-depth understanding of HR's role in cultivating trust and positive employee relations, visit Crothers Consulting's HR Development and Mentorship page. 
As people work together towards common goals, they develop trust in each other's abilities and intentions. Here are 6 things for leaders to focus on to build trust: 
1. Build space and time for collaboration and teamwork among employees.  
2. Encourage employees to build strong relationships with each other based on mutual respect and support. Employees who trust their colleagues are more likely to trust the organization as a whole. Invest in employee development and provide opportunities for learning and growth. When employees feel that their organization is invested in their success, they are more likely to trust in its leadership. Coupled with that, this investment is a beneficial retention strategy.  
3. Acknowledge and reward employees who demonstrate trustworthy behavior. This could include recognizing honesty, integrity, and reliability in performance evaluations or through other forms of recognition.   
4. Address any issues or conflicts that arise in the workplace promptly and fairly. This includes addressing concerns about trust and integrity head-on and taking appropriate action to resolve them. 
5. Clearly communicate expectations regarding performance, behavior, and company values. Clear expectations help employees know what is expected of them and they can trust that they are meeting those goals.   
6. Foster an environment where employees feel comfortable taking risks and making mistakes. When employees know that failure is accepted as part of the learning process, they are more likely to trust that their organization supports their growth and development. 
Trust is critical and if you need help raising that foundation within your organization, our team are experts in employee relations management.  Deep experience guides us to assess the unique nuances of employer-employee relationships where we co-create pragmatic approaches for building trust-based cultures and leaders.