Every HR professional worth their salt knows that building trust in teams is the key to lasting success. After all, you deal with the fallout from breakdowns in trust every day – miscommunication, conflict, poor performance, and high turnover are just some of the common issues. However, learning how to trust isn’t something we’re taught at school, and it’s rarely covered in onboarding. The good news is: trust can be learned. You can implement proven strategies to foster a high-trust team culture. So whether your team is hybrid, office-based, or fully remote, our expert tips will help you understand how to build trust effectively.
What Is Trust In The Workplace?
We all recognize a breakdown in trust when we see it – a co-worker who frequently misses deadlines or a micromanaging supervisor constantly watching over your shoulder. But defining workplace trust is much more nuanced. Let’s go back to the basics. Trust within a team includes:
- Confidence in the dependability of colleagues when collaborating
- Belief that co-workers will act with integrity and do the right thing
- Predictability in how team members respond to various situations
- Credibility earned through expertise and consistent performance over time
When it comes to team trust building, it’s essential to understand that there are two main types of trust, each contributing differently to workplace dynamics.
Practical Trust
Practical trust is built through consistent behavior. Hard-working employees who show up on time, deliver results, and demonstrate reliability earn the trust of managers and teammates. When they commit to something, you know they’ll follow through. However, trust is a two-way street. Employees also need to trust their managers. Whether you’re a senior executive or a new hire, start by modeling the behaviors you want to see in others – this is how practical trust grows.
Emotional Trust
Emotional trust goes deeper and takes longer to develop. It stems from strong interpersonal connections and psychological safety. If you’ve ever had a workplace best friend, you’ve experienced emotional trust – a space where ideas are shared freely, and you feel supported. While it’s harder to achieve emotional trust across an entire team, it can be nurtured. Team-building activities and informal social events play a critical role in building these bonds and fostering a more connected culture.
Why Do I Need To Care About Trust?
Research from the Great Place To Work Institute highlights how critical trust is to organizational success. An impressive 83% of employees at Fortune 100 Best Companies said their management’s actions aligned with their words – compared to only 42% in the average workplace. Furthermore, employees with ethical and transparent managers are five times more likely to stay long-term.
A boss who doesn’t trust their staff won’t offer autonomy or decision-making power. Instead, they may resort to micromanagement, which stifles creativity and slows progress. Likewise, colleagues who don’t trust each other will struggle with collaboration, leading to poor performance, reduced productivity, and even a toxic work environment.
Trust boosts team morale and motivation. It lays the foundation for effective teamwork and open communication. Moreover, trust enhances employee engagement, reduces stress, and helps prevent burnout and turnover.
In today’s world of remote and hybrid work, team trust isn’t just a nice-to-have – it’s a strategic necessity. Building trust in a distributed workforce is more important than ever for maintaining connection, performance, and employee satisfaction.
How Do I Know If Trust Is A Problem?
Every team is different, and trust levels can fluctuate as team members come and go. However, certain red flags indicate a breakdown in trust that should be addressed quickly. Recognizing these early signs can help you take proactive steps before problems escalate. You likely have a trust issue at work if you notice any of the following:
- The team escalates issues to leadership without first attempting peer resolution
- Team members avoid ownership and don’t take accountability for tasks
- Deliverables require excessive approvals or multiple checkpoints
- Visible conflict and unresolved tension surface in meetings
- No one accepts responsibility for mistakes, and there is no shared accountability
- Co-workers are unable or unwilling to collaborate on problem-solving
How To Build Trust In A Team: 10 Proven Strategies
Building trust in teams isn’t a one-time activity – it’s an ongoing process that requires consistent effort. Many managers, especially new ones, struggle to know where to begin. Whether you’re forming a brand-new team, repairing fractured dynamics, or supporting leaders as an HR professional, these 10 trust-building strategies will help foster a stronger, more connected team culture.
1. Set Clear Roles And Responsibilities
One of the most effective ways to create trust is by establishing clear expectations. Set defined roles and responsibilities for each team member so everyone knows what they are accountable for and when it’s due. Revisit and adjust these responsibilities regularly to reflect changing priorities or team dynamics.
When employees understand their duties and those of their colleagues, it minimizes confusion and strengthens collaboration – providing a solid foundation for a high-performing, trust-based team.
2. Encourage Relationship Building
Trust takes time to develop. Creating opportunities for personal connections is essential, whether your team is remote, hybrid, or in the office. In-person meetings are ideal, but virtual calls with cameras on can also build familiarity and empathy.
Foster informal interactions through virtual coffee breaks, “lunch and learn” sessions, or internal webinars. These are powerful tools for boosting team credibility and camaraderie. Don’t underestimate the value of social events and team-building activities – from online trivia nights to real-world outings – as they create the interpersonal bonds that underpin a positive company culture.
3. Prioritize Open And Honest Communication
Transparent communication is the bedrock of trust. While delivering tough news or admitting gaps in knowledge can be uncomfortable, authenticity builds credibility. Team members are quick to detect half-truths, omissions, or insincere messaging, which damages trust over time.
Instead, embrace honesty – even when the full answer isn’t yet available. Say, “I don’t know, but I’ll find out.” Create a psychologically safe space where team members feel confident asking questions, clarifying tasks, and speaking up without fear of judgment.
Equally important is active listening. Encourage feedback, show empathy, and demonstrate that every voice matters. Strong team communication isn’t just about talking – it’s about understanding. The result? Greater innovation, smoother collaboration, and stronger interpersonal trust.
4. Empower Your Team
Once the rules are clear, step back and let your team take the reins. Trust grows when team members are empowered to make decisions and own their processes. Instead of micromanaging, adopt a supportive leadership style that encourages autonomy and problem-solving.
Allowing employees the freedom to manage their own work shows you have faith in their judgment. This empowerment leads to higher engagement, better performance, and a trust-rich team culture. When people feel valued and respected, they rise to the occasion.
5. Develop A Culture Of Appreciation
Regularly recognizing team efforts and achievements fosters a strong sense of belonging and trust. Use both public and private forms of employee appreciation, such as thank-you emails, verbal praise, employee awards, or shoutouts on your team chat.
A thank-you from leadership goes a long way, but peer-to-peer recognition is equally powerful. Encourage team members to celebrate each other’s contributions – it promotes a culture of mutual respect and trust.
In fact, employee recognition is one of the most effective ways to build strong team dynamics and prevent disengagement during times of high turnover.
6. Celebrate Successes
Celebrating team wins reinforces positive behavior and boosts morale. It also increases trust by validating hard work and highlighting collective accomplishments. A consistent track record of success builds your team’s credibility and inspires others to aim higher.
Whether it’s a completed project, improved metrics, or individual growth, publicly acknowledging these moments reinforces a strong, trust-filled team culture.
7. Practice What You Preach
Leaders must model the behavior they expect from others. If you promote punctuality, honesty, or empathy, be sure your actions reflect those values. Leading by example is one of the most effective ways to earn and maintain your team’s trust.
Consistency and integrity in leadership build confidence – when you do what you say, people believe in your leadership.
8. Own Up When You Get It Wrong
Accountability in leadership is crucial. Nobody is perfect, and admitting your mistakes shows humility and authenticity. Acknowledging errors – both personal and team-wide – helps humanize you and reinforces psychological safety.
When leaders accept responsibility, it creates a ripple effect, encouraging team members to take ownership too. This transparency builds a resilient and trusting team environment.
9. Ask For Feedback And Take Action
Feedback should be a two-way street. Asking, “How are things going?” in a one-on-one meeting opens the door to meaningful insights. Employee feedback reveals what’s working, what’s not, and where trust may be lacking.
Ensure there are multiple channels for input – from annual surveys to real-time pulse checks or anonymous suggestion boxes. HR professionals and team leaders can’t be everywhere, but digital HR tools like 360-degree feedback platforms help fill that gap by amplifying employee voices across the organization.
However, collecting feedback is only step one. Acting on it – or clearly explaining why action isn’t feasible – is what truly earns employee trust. Ignoring input leads to disengagement and cynicism.
10. Show Your People You Care
Trust thrives when people feel valued as individuals. Don’t treat employees as mere resources. Instead, take time to get to know them. Ask about their weekend, their interests, or family – small talk can make a big impact on employee-employer trust.
Showing you care also means investing in their growth. Encourage mentoring, cross-team collaboration, job shadowing, or extra responsibilities. Promoting a growth mindset demonstrates that you’re committed to their personal and professional success.
How To Build Trust In A Team: Main Takeaways
There’s no step-by-step manual for building team trust, but it’s a challenge every leader must face. When trust is low, you’ll see higher conflict, poor engagement, and reduced productivity. Over time, this erodes company culture and leads to higher turnover.
Thankfully, trust can be rebuilt. These ten proven strategies offer a practical framework for strengthening relationships, improving communication, and leading with integrity. With consistency and commitment, you can create a high-trust environment where people – and performance – thrive.
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FAQ Section
Why is trust critical in teams?
Trust fuels collaboration—teams with high trust communicate more effectively, innovate freely, and handle conflict constructively, boosting productivity and morale.
What are some practical ways to build trust in a team?
Employ transparent communication, honor commitments, delegate responsibility, celebrate wins, and encourage social interaction through team-building activities.
How should leaders contribute to team trust?
Leaders must exemplify integrity by being consistent, owning mistakes, and prioritizing fairness. They should also set clear goals and provide autonomy to empower team members.
