Trust isn’t just a nice-to-have—it’s foundational. Organizations built on trust experience 76% more engagement and 50% more productivity¹. Yet only about one in three employees say they trust their leaders. And when trust breaks down, so does innovation, morale, and commitment.
Trust Is a Two-Way Street
It’s not enough for employees to trust their leaders—organizations must demonstrate trust in return. Transparency, empowerment, and consistent support are critical, especially from HR and executive leadership. Trust is a shared effort, requiring alignment between what’s said and what’s done.
The Role of Emotional Intelligence in Trust
Building trust isn’t just about strategy—it’s about self-awareness and emotional intelligence. Leaders with high emotional intelligence can recognize their own emotions, understand how they impact others, and respond with empathy and intention. This ability to “read the room,” regulate reactions, and stay grounded during tough moments helps employees feel safe, respected, and heard. Emotional intelligence strengthens every trust-building interaction—especially during times of uncertainty or change.
4 Signals That Instantly Foster Trust
Adapted from Scott Hutcheson’s Fast Company article², here are four key behaviors that can make a leader more trustworthy:
- Stay Present – Leaders who align their facial expressions and tone of voice with what they’re saying communicate authenticity. When you ‘feel what you show,’ people are more likely to believe you.
- Use Open Body Language – Uncrossed arms, steady eye contact, and an upright, calm posture go a long way in signaling honesty and confidence. Body language speaks volumes—especially in high-stakes conversations.
- Keep Calm – A steady tone of voice and calm posture, even under pressure, signals emotional regulation. Remember to breathe! When leaders model composure, teams feel psychologically safe.
- Be Transparent (and Authentic) – Explaining the ‘why’ behind decisions builds safety and alignment. Transparency reduces uncertainty—but authenticity is what deepens trust. When leaders communicate with honesty and consistency—sharing not just information, but intention—employees are more likely to feel respected and included. People trust what feels real. And authentic leaders who acknowledge challenges, own mistakes, and show vulnerability foster deeper connection and credibility.³
Why It Matters for HR & Executives
- Role modeling: HR and leadership set the tone for honest, respectful dialogue.
- Culture: Trust underpins psychological safety, which unlocks performance and innovation.
- Equity: Building trust is essential for inclusive, fair workplaces.
- Recruitment and retention: Gen Z and younger workers expect leaders to be real, transparent, and trustworthy.
Coming Next: In Part 2 of this blog series, we’ll explore what organizations can do to systematize trust, build it across teams, and repair it when it’s broken. We’ll also look at what trust means in hybrid environments and how HR can lead the charge.
Citations
- Gupta, S. (2024). “Leaders: This is the impact trustworthiness has on your success.” Fast Company. Retrieved from: https://www.fastcompany.com/90685719
- Hutcheson, S. (2024). “5 signals that make you instantly more trustworthy at work.” Fast Company. Retrieved from: https://www.fastcompany.com/90994683
- Fast Company Editors. (2024). “Building trust through vulnerability and transparency.” Fast Company. Retrieved from: https://www.fastcompcom/91288298