Over the past several years I have interviewed in excess of one thousand engineers and technical professionals. In the course of the interviews I always like to ask what characteristics or values do you look for in a manager or organisation? The responses frequently include a deep need for “trust”.

Understandably so many ask ‘how do we build greater trust in the workplace’ and ‘how do we avoid losing trust’. Let’s look at some trust builders and trust breakers:

How leaders build trust:

  1. Do what is right, regardless of personal risk. When you do what is right over what is consensus or pragmatic or efficient, your will always create respect from those around you. From respect will come trust.
  2. Communication, at all levels and at regular intervals through multiple channels. When you communicate vision, priorities, background behind decisions, you take the ‘guess work’ and uncertainty and insecurity out of your organisation. Telling someone ‘There is no update yet’ is still an important update for them. Consistent communication builds trust.
  3. Treat people fairly, regardless of how much revenue they generate, or how often they attend your corporate or personal events, or how comfortable or uncomfortable they make you feel. Part time, high or low paid, foreign or national employees are all part of the team. They all have names, and all have ideas that can build your business. Treating them fairly builds trust.
  4. Focus on shared, rather than personal goals. When everyone is pulling together towards a shared vision that clearly has shared benefits, trust results. This is the essence of teamwork.

Here are ways leaders can lose trust:

  1. Tell half-truths. It is better to say nothing at all then to say something half true. Nothing breaks trust quicker than feeling like people are holding out on you or only sharing part of the story.
  2. Be closed minded. When you don’t seek to understand and consider other opinions or points of view, you not only limit your own potential but also any hope of a culture of trust. Being known to be unapproachable, quick to dismiss, or head strong have significant detrimental effects of the cultivation of a trusting environment.
  3. Withhold information. When communication slows, or shuts down, misinformation is believed to be real. Some people seek control by withholding information, only to find people around them frustrated, guessing, and tentatively committed to tasks. Not including people on emails can break trust…. How much more your shallow restrained conversation.
  4. Seek personal gain rather than shared gain. Self seeking agendas are quickly spotted and quickly eat away at any foundation of trust. Great teams are brought undone with ego driven personal agendas.

Since so many of my interviewees have expressed a deep desire for a trusting working environment, I hope these eight workplace suggestions will help you on your way towards a great culture.