A high level of trust in your company boosts employee motivation, engagement and productivity. And what’s the return on trust investment? Decreased stress and increased profits. After all, it’s trust that made once a niche search engine into Google or a humble movie-hub into Netflix.
Why? In high-trust companies, “work” becomes less about tasks and deadlines, and more about purpose and shared success.
Let’s take a glance at how it looks in practice.
We’ll cover:
- What is a high-trust company
- Measurable benefits of cultivating trust in your company
- Boosting trust and productivity in workplace – adopting the best practices
- How to evaluate the state of trust in your team
- 7 ways to foster a culture of trust
What is a high-trust company?
A high-trust company is a place where people feel safe, valued and empowered. Building a genuine sense of trust, however, goes beyond the typical perks. It’s deeper than competitive salaries, generous benefits and a commitment to equality.
Cultivating true trust isn’t a box to be ticked but an ongoing effort. It’s the unspoken bond between colleagues that fosters a genuine sense of belonging, and a collective drive to succeed.
Imagine a workplace where your expertise is trusted, where your instincts are valued. No second-guessing or micromanagement, just the freedom to do your best work, your way. Need time off? Take it. Life happens, and your well-being matters.
Here, leaders don’t just talk the talk, they walk it – with open communication and genuine support. And your colleagues? They’re not just coworkers, they’re your team, ready to lend a hand and celebrate your wins.
This is a glimpse into the culture of high-trust companies. But how do you actually measure it?
Measurable benefits of cultivating trust in your company
Let’s take a look at how the impact of trust can translate into numbers:
#1: Nurturing well-being
Paul J. Zak’s decade-long research on trust reveals that employees in high-trust companies experience 74% less stress and 76% higher engagement. Coupled with 106% more energy to work and 13% fewer sick days, it comes as no surprise that high-trust organizations enjoy a significant edge over their competitors.
#2: Sense of fulfillment
The emotional benefits are just as significant. Those in high-trust workplaces enjoy their jobs 60% more, feel 70% more aligned with their company’s purpose and report a greater sense of connection with their colleagues.
They express more empathy, experience significantly less burnout and feel a 41% greater sense of accomplishment in their roles.
#3: Loyalty bonds
In addition to increasing a sense of personal fulfillment, trust also boosts loyalty – 50% more employees at high-trust organizations planned to stay with their employer, while as much as 88% would recommend their company as a great place to work at.
#4: Increased productivity
The impact of trust on work performance and productivity gains is equally striking. Employees in high-trust environments enjoy productivity boosts that enable them to make an average of 17% more than their counterparts in low-trust environments. Finally, high-trust companies experience a 50% increase in profits.
Boosting trust and productivity in workplace – adopting the best practices
It’s understandable that team leaders are keen to prioritize building high-trust companies. However, it takes more than pizza Fridays or quarterly team buildings to cultivate trust inside your organization.
But here’s the good news: trust isn’t some intangible concept. It’s an ongoing commitment, a conscious choice that any leader, team and organization can make. And the rewards are well worth the effort.
How to evaluate the state of trust in your team
Evaluating the state of trust across your teams is the first step towards building a thriving company culture. But where do you begin?
Before diving in, consider asking yourself the following questions:
- Communication: Am I clear with expectations and feedback?
- Empowerment: Do I give my team autonomy and support their expertise?
- Feedback Loop: Do I seek input from my team and act on it?
- Psychological Safety: Do my team members feel safe challenging ideas or sharing concerns?
- Recognition: How often do I celebrate wins and show appreciation?
7 ways to foster a culture of trust
Reflecting on these questions can help you understand the state of trust dynamics inside your team. With these insights in mind, let’s explore 7 actionable ways to strengthen trust in your company.
#1: Collect honest feedback from your employees
Create space for open and honest dialogue, where everyone feels comfortable sharing their thoughts and perspectives. Listen to the suggestions, aspirations and feedback of your colleagues. Once your team feels safe and recognizes that you’re approachable, it’s easier to gather insights.
Letting your colleagues be heard is a powerful way to address unspoken issues and build a stronger, more connected team. A good way to get started can be through anonymous Q&A sessions. It takes a lot of courage to challenge leaders openly – anonymity can provide a safe space for everyone to share their thoughts and concerns without the fear of reprisal.
💡You can take inspiration from our article about 4 Reasons to Run an Anonymous Q&A (+1 Reason Not To)
#2: Put your team in control
If you want your employees to trust you, you have to trust them first. Allow your team members to ideate, manage and execute their projects in their own way.
After all, the Citigroup and LinkedIn survey proves that employees would sacrifice a 20% raise rather than losing control over their work—speaking of control and trust, Netflix doesn’t even keep track of employees’ days off.
#3: Support your employees’ interests
Some of the most innovative products emerged from the trust leaders put into employees’ project choices. Do the same and let your teams focus on what sparks their interest.
Notably, gaming giant Valve equipped desks with wheels to encourage employees to join projects they found rewarding. As a result, the world’s biggest game distribution platform Steam came to life.
Google also left a mark in “your-choice” culture with their famous “20% rule.” With one workday a week for passion projects, Googlers developed revenue-driving services, such as Google AdSense and Google News.
#4: Share information transparently
Tight-lipped management instigates a spread of rumors, deteriorates teamwork and contributes to chronic stress. While openness and transparency come as no-brainers in building trust, this Gallup report suggests that only a fraction of employees are well informed of their company’s management framework.
Make a difference and share information broadly and freely by running regular AMA sessions for your employees.
Beyond the teams, you can consider embracing regular, company-wide all-hands meetings, where key insights, plans and strategies will be transparently addressed. How? It’s important to secure space for employees’ questions and honest feedback.
💡To learn more about all-hands meetings, you might want to read: What Is an All-Hands Meeting and How to Host a Great One
#5: Support flexibility
Recent research involving over 15,000 employees has shed light on some surprising “trust levers” you can use to build a more thriving workplace. For example, employees with flexible schedules are 40% more trusting. Flexibility empowers teams with a sense of agency and control, leading to greater trust in their leaders.
It’s no surprise that some benefits, like extended health insurance and ample time off, can also contribute to a high-trust environment. These benefits demonstrate a genuine commitment to employee well-being, strengthening the bond between employer and employee.
But there’s a catch.
#6: Company benefits as a gratitude, not a “bribe”
When we think of companies with generous benefits, Google often comes to mind. But their secret isn’t just in what they offer, it’s in the why. In a recent David Rubenstein Show, CEO Sundar Pichai viewed perks like free lunches as a way to “help build community and ignite creativity,” rather than operational costs.
The simple act of eating together has profound effects. Beyond Google, research indicates that shared meals strengthen communities, build trust and enhance feelings of happiness and life satisfaction. Ultimately, such virtues foster greater employee engagement.
In remote settings, virtual team lunches can serve as a great alternative. Consider providing your employees with meal vouchers and be intentional about scheduling time for them to meet online. Start the session with engaging icebreakers to create a fun and lively atmosphere.
💚 Focus shift – Imagine this: instead of viewing benefits as a transactional exchange, a mere “cost of doing business,” embrace them as a heartfelt expression of gratitude – a way to acknowledge the dedication, expertise and commitment your employees bring day in and day out.
This shift in perspective, from transaction to gratitude, profoundly impacts your workplace culture. When benefits are presented as a genuine “thank you,” it cultivates a sense of belonging, appreciation and loyalty.
#7: Build teams, not groups of individuals
Finally, don’t shy away from recognizing excellence. Celebrating your team’s successes loudly and generously helps acknowledge their hard work and dedication.
This creates a powerful connection and humanizes you as a leader, ultimately strengthening the bond within the team.
To further enhance a sense of belonging, make sure to dedicate enough time for team-building activities that encourage interaction and shared experiences.
💡 You can read: How Talking About Wins and Struggles Helped Our Team Bond
Moving forward
Ready to build high-trust companies? Download our free report below and take your first step.
Relevant Sources:
1: The Neuroscience of Trust Management behaviors that foster employee engagement by Paul J. Zak
2: The Wall Street Journal: Flexibility at Work: Worth Skipping a Raise?
3: GALLUP: State of the Global Workplace
4: MITSloan: How to Build a High-Trust Workplace
5: Forbes: The New Rules For Increasing Engagement At Work
6: Slido: Trust as Innovation report
