How to build trust in the workplace: 15 strategies for 2026

A quick insight: Building trust in the workplace is the foundation of change readiness, engagement and retention. When employees trust leaders and processes, they speak up, stay committed and take action. This guide explores 15 proven strategies to strengthen organisational trust and create a culture where people feel safe, heard and motivated to contribute.

Trust is hugely important to the success of any workplace, but it doesn’t happen by accident. It’s built through consistent actions, open communication and an organisational culture that prioritises respect and fairness. For organisations, learning how to build trust in the workplace is one of the most impactful steps they can take to improve engagement, wellbeing and performance. 

With that in mind, let’s take a moment to take an in-depth look at trust and its importance in the workplace, before moving on to how to build trust in the workplace in a meaningful way.

Related: How can you improve the employer-employee relationship?

Trusting organisations perform better

Trust is at the heart of any successful relationship, inside the workplace or not. If you want your employees to perform at their best and feel an actual connection to your workplace, it’s worth asking: do your employees trust each other? Do they trust their managers, or the company as a whole?

When employees trust one another, they’re more likely to collaborate effectively and innovate. Trust in line management encourages transparency and accountability, while trust in senior leadership underpins confidence in the organisation’s direction.

If you’re looking for solid, reliable data in this area, you’re in luck. Research repeatedly highlights that high-trust organisations outperform their low-trust counterparts in multiple ways. A study published by the Harvard Business Review found that employees in high-trust environments report 74% less stress and 50% higher productivity. We also know that trust in leadership, particularly during periods of change, can do wonders in the areas of retention and engagement.

What happens when trust nosedives

Low trust in the workplace is a silent productivity killer. It often manifests as micromanagement, low engagement and a lack of open communication. Employees in low-trust environments may feel unsupported, leading to higher absenteeism and turnover rates.

The relationship between trust and psychological safety

Trust and psychological safety are deeply interconnected. Psychological safety( the belief that one can express ideas or concerns without fear of retaliation) thrives in environments where trust is prioritised. Google’s Project Aristotle emphasised that psychological safety is the most important factor in high-performing teams. 

When employees trust their colleagues and leaders, they are more willing to share feedback, ask questions, and take creative risks. But how can you actually go about nurturing and developing levels of trust, where they may have suffered previously?

Related: Human in the loop makes AI work for people

How to build trust in the workplace

Building trust in the workplace requires a conscientious, deliberate effort and a commitment to authenticity, fairness and communication. It’s not an easy task, but with persistent, consistent actions, businesses are able to develop high-trust organisations. We’ve been lucky enough to work with such companies and witnessed the transformation first-hand.

Here are 15 actionable strategies we recommend to our clients when it comes to building and sustaining high levels of trust.

1. Communicate openly and honestly

If there’s a foundation for trust, it has to be open, honest communication. Companies that shut out employees or keep everything on a ‘need-to-know’ basis keep employees at arm’s length. Employees want to feel they are a part of a team. And being part of a team means being kept in-the-loop, for better or worse.

Share updates, explain decisions and admit mistakes when they occur. Employees appreciate leaders who communicate with integrity, even when delivering challenging news.

2. Follow through on commitments

Nothing undermines trust faster than broken promises. Leaders and employees alike must honour their commitments, demonstrating reliability and consistency in their actions.

We often see this issue arise post-survey. One of the biggest mistakes leaders can make is failing to follow through with meaningful actions following an employee survey. If your company commits to something, see it through. This also means being realistic with the promises you make in the first place. 

3. Recognise and value contributions

Acknowledging employees’ hard work and achievements can really reinforce their sense of worth. Publicly recognising contributions helps build trust in leadership and fosters mutual respect among colleagues.

Related: Looking for inspiration? Check out these ideas for Employee Appreciation Day

4. Provide clarity on roles and expectations

Unclear roles or ambiguous expectations can lead to confusion and mistrust. Clearly defined responsibilities and consistent feedback help create a sense of stability and confidence in the workplace. Managers should take the time to fill employees in on the importance of their role, how they help to further organisational objectives and how their goals will be tracked. Transparency at every stage will help to allay any feelings of mistrust.

5. Prioritise wellbeing

Investing in employees’ mental and physical wellbeing demonstrates care and respect. Flexible working arrangements, access to resources and meaningful support are essential in building a trusting environment. You can even go a step further and organise a staff wellbeing survey to track and improve wellbeing within your organisation.

6. Develop fair and transparent policies

If you want employees to trust you, you need to treat them well and you need to be fair at all times. It’s as simple as that. Any perceived favouritism or prejudice can do an incredible amount of damage. Ensure that workplace policies are transparent and applied consistently. 

The good news is that, according to our benchmark data, across sectors, 69% of employees feel that people at their company are treated fairly and equally. But that still leaves nearly a third of employees who feel they are being unfairly treated in some way. 

7. Promote collaboration

Encourage cross-departmental collaboration to strengthen interpersonal trust among employees. When people work together effectively, mutual respect and understanding naturally develop. Unfortunately, this is repeatedly a weak area for companies, with only 54% of employees claiming that cross-department communication is good at their place of work.

For help in this area, check out our guide on how to improve team communication at work.

8. Invest in leadership development

Trust in leadership often reflects the skills and behaviours of individual managers. Training leaders to communicate effectively, manage conflict and support employees can transform workplace trust. 

9. Encourage feedback

Regular employee feedback loops, such as one-on-one meetings or employee surveys, allow employees to share concerns and suggestions. Listening and acting on this feedback demonstrates that the employee voice matters to your organisation.

10. Build trust during onboarding

First impressions matter. A well-structured onboarding process can instil confidence and trust in new employees, setting the tone for a positive and productive experience.

11. Demonstrate empathy

Empathy strengthens relationships and fosters understanding. Leaders who take the time to listen and respond compassionately to employees’ concerns build stronger bonds of trust.

Related: 5 Components of emotional intelligence in leadership

12. Celebrate successes and learn from setbacks

Celebrating achievements as a team builds camaraderie, while openly addressing setbacks promotes transparency. Both practices show that the organisation values growth and learning.

13. Demonstrate follow-through after employee feedback

Trust breaks down when organisations ask employees for input and then fail to act. Our benchmark data shows that while 68% of employees believe senior leaders make the effort to listen, only 59% believe action will follow. Sharing a clear “You said, we did” update, even when certain changes are still being explored, shows transparency, acknowledges employee voice and strengthens credibility.

14. Build emotionally intelligent leaders through feedback and coaching

Employees trust leaders who show empathy, self-awareness and fairness. The problem is, many managers are promoted for technical expertise rather than relational capability (we know these as ‘accidental managers‘. Using tools such as 360 feedback helps leaders understand how they are perceived and where trust may be leaking (e.g. inconsistency, poor communication or defensiveness). When paired with coaching, this builds behaviours that inspire belief rather than compliance.

15. Use responsible AI with a clear human presence

With AI increasingly being used in decision-making, employees can become wary if they feel unseen or reduced to data points. Human-on-the-loop models, where AI handles analysis but people retain judgement and accountability, help maintain trust. Clearly communicating how AI is used, and showing that human care sits behind survey interpretation, feedback analysis and decision-making, reassures employees and supports transparency.

Building trust in the workplace requires an ongoing commitment to creating an environment where employees feel valued, respected and supported. High levels of trust lay the foundation for better collaboration, innovation and overall wellbeing.

At People Insight, we understand how trust influences every aspect of your company culture. Employee surveys are an invaluable tool for identifying trust-related challenges and measuring progress over time. Get in touch with us today to learn how our surveys can help you create a more trusting workplace.