Is it a myth that high-trust leadership behaviors are necessary in the workplace? It is not a myth—it is a reality in effective workplaces. Consult your staff—but be prepared for a range of honest reactions before taking that step.
Trust is the belief that leaders’ words and actions consistently align and that workplace systems produce fair outcomes aligned with the organization’s mission. Research consistently shows that confidence in leadership is declining globally; in one Gallup study, only a small minority of employees strongly expressed trust in senior leadership.
Some Signs of High-Trust Leadership Behaviors
1. Listening
One of the most basic high-trust leadership behaviors is listening; it sets the groundwork for all others. Effective listening requires empathy, humility, and openness; it transcends merely hearing words. It refers to setting aside personal opinions in order to fully appreciate others’ viewpoints.
Good listeners are inquisitive and reflective, frequently asking thoughtful questions that show genuine interest. Listening should also be proactive: leaders should look for voices they haven’t heard, have casual conversations, and utilize surveys or focus groups to get input.
Acting on what is heard builds inclusion and trust. For instance, Synchrony has publicly highlighted leadership listening initiatives as part of broader cultural efforts that coincided with strong organizational performance and workplace recognition.
2. Speaking
Speaking entails more than simply talking; it involves being open, honest, and frequent on all channels, from emails to videos, to be understood. Good leaders individually and honestly disclose both facts and emotions. One must think about who has to hear the message and make sure everyone is kept up to date.
Unclear or contradictory messages can quickly undermine trust; consistent, intelligent communication strengthens it. Regular meetings, feedback sessions, and open updates help promote openness. Speaking also makes each employee’s contribution relevant to the overall success of the company.
Every role, including front-facing positions, shapes the organization’s reputation and customer experience. Recognizing everyone’s efforts and stressing their value helps leaders to foster alignment, trust, and involvement throughout the company.
3. Thanking
You will discover information about individuals if you listen to them in the manner we previously discussed. That enables you to express gratitude to your coworkers in ways that are significant to you individually. Expressing thankfulness to others demonstrates your attention to them and makes them feel valued and respected.
Encourage a culture of gratitude by regularly praising hard work and dedication. There are many ways leaders can demonstrate this high-trust behavior, such as promoting peer appreciation, giving employee awards, and writing personal messages to recognize effort.
They can also treat mistakes as learning opportunities and publicly honor staff members who consistently live out the organization’s values. When people feel seen and appreciated, they are more motivated to perform at their best.
4. Developing
Listening and talking let leaders direct staff members toward personal as well as career development. Effective leadership involves mentoring people, providing training and development programs, and even paying for their education, so helping them grow beyond their work performance.
Urge staff members to investigate their passions and inform them about internal opportunities. Offer measurable and compassionate comments so they may monitor development while also feeling encouraged. Employees are more likely to see feedback as constructive when it is delivered with genuine care and intent to support growth.
Everyone wants to grow, not just for raises or promotions but to have a significant influence. Leaders should also show development by confessing their errors, lessons learned, and achievements. This honesty builds confidence, psychological safety, and a culture in which every level of learning and growth is treasured.
5. Caring
Caring is one of the less visible high-trust leadership behaviors that helps unlock human potential and motivate exceptional work. Employees who feel genuinely cared for are more focused, driven, and committed.
Understanding staff members’ personal and professional experiences, encouraging flexible work schedules, and helping them handle family or personal difficulties are all ways leaders may demonstrate compassion. Promoting work-life balance, urging time off, and providing aid in crises help to build loyalty and trust.
Employees who feel genuinely valued often demonstrate higher focus, initiative, and commitment—whether that means improving an algorithm or perfecting an email. Care fosters pride in the goals of the company as well as empathy and responsibility. Personal satisfaction and organizational success finally blossom together when people feel genuinely valued and respected.
6. Sharing
An equitable workplace is produced by distributing earnings, bonuses, remuneration, and incentive programs fairly. Every employee must be able to partake in the company’s success and understand how their work connects to compensation if you want to foster trust among all of them.
Philanthropic endeavors also exhibit inclusive and equitable sharing. Make sure that everyone has the chance to take part in community events, such as cleaning up a nearby school or collecting plastic from a park or beach. Leaders should consider how inclusion applies to all schedules, locations, and roles.
When it comes to sharing opportunities and organizational resources, inclusivity should be intentional. Sameness is not the same as equity. A picnic for the day shift does not have to be a picnic for the night shift. What is the picnic’s objective? To unite individuals, demonstrate their worth, and provide them with chances to engage in casual conversations with their leaders.
Read More: How to Manage Differing Opinions in the Workplace
7. Celebrating
What truly matters most to celebrate are an organization’s core values and the meaningful ways individuals contribute to its overall success. Being precise is one of the behaviors of high trust.
To avoid giving the impression that you are biased or favoritistic, explain to everyone what it takes to be honored and acknowledged if you find yourself praising, thanking, and honoring the same individual.
They will realize that if they put out effort in a quantifiable manner, they will eventually be honored, acknowledged, and rewarded as well. This transparency builds confidence and motivates others to contribute consistently, knowing that recognition is earned through clear, fair, and measurable efforts.
8. Inspiring
To motivate others, you do not need to be a highly polished public speaker. Your listening skills and the questions you ask may motivate others. Reiterating the impact your organization has on the world and the significance of the job is one way to motivate people.
Assist your employees in seeing the connection between their job and the company’s overall goals and performance. This can be achieved by sharing client or customer stories and clearly outlining the company’s future direction.
It also involves highlighting value-driven actions, reinforcing the organization’s impact on the industry or society, and showing how employees’ efforts directly contribute to achieving shared goals.
9. Hiring and Welcoming
To establish confidence from day one, welcoming new hires warmly is crucial. Show genuine enthusiasm for a new employee’s arrival by ensuring they have everything they need from day one, including a workspace, tools, and access to systems.
Even small details, such as laptops and safety gear, help them feel welcomed and prepared. Go beyond logistics by inviting them to lunch, introducing them to the staff, sending a welcoming greeting, and assisting them in adjusting to the business culture.
Employees who feel valued and expected start their path with enthusiasm and assurance. Insufficient preparation or inaccurate expectations can quickly erode trust and confidence. Care and respect are conveyed via sensible onboarding, which emphasizes that every person counts.
Trust is earned over time through consistent effort, but it is the basis of a strong workplace culture where everyone feels valued and included.
What Takes Place When Leaders Don’t Have Trust
When employees notice a gap between what their leaders say and how they actually behave, trust begins to erode. This disconnect weakens dedication and reduces the motivation to go above and beyond in their roles.
Leaders should recognize that ignoring trust issues is far more costly than addressing them early, particularly because employees are closest to the processes that create value. The Weinstein Company, Facebook, Uber, the University of Phoenix, the NFL, Vice Media, and, most recently, Southwest Airlines are just a few examples of corporations that have failed to uphold integrity, trust, and confidence.
Trust is simple to lose but hard to rebuild, particularly if it has been eroded over time. The demands of staff members and the culture of the company are usually not given priority by leaders who lack trust. In this instance, these issues are often linked to leadership behaviors that gradually erode organizational culture.
Employees who are untouched by restructuring or layoffs, for instance, feel bewildered and abandoned by the changes. Furthermore, a lack of openness causes people to feel apprehensive about their own or the company’s future.
Planning for long-term commitment is crucial to establishing and maintaining trust. Although it takes effort, it is worthwhile to alter the conduct that caused suspicion. A leader’s or employee’s job may be terminated based on the event that sparked the cultivation of distrust, such as a case of sexual harassment or wrongdoing.
However, employees who remain may still question whether workplace safety and leadership accountability are being meaningfully upheld.
FAQ
Q: What part does trust play in leadership in high-performance workplaces?
A: A manager’s (leader’s) trustworthy relationship with staff is essential because it boosts employee commitment and productivity. Leaders’ actions during tumultuous and uncertain times can either win or lose the support and trust of their followers.
Q: What makes leadership behaviors crucial?
A: Leaders who utilize their actions to inspire teams, communicate a common goal, and make sure everyone is working as efficiently as possible are highly valued by their organizations. Effective leadership is crucial for a company. An organization’s morale may be raised by great leaders.
Q: Why does the workplace need great leadership?
A: A clear goal, increased staff involvement, improved employee retention, an open culture, and the development of trust are all ways that effective leadership raises morale. Positive morale and confidence are fostered by influential leaders, and this boosts output.
