8 Ways Managers Can Rebuild Trust When It’s Lost

Trust is the foundation of any healthy workplace. Without it, teams falter—communication breaks down, morale sinks, and great employees quietly walk out the door. 

And yet, the erosion of trust between employees and their managers is becoming increasingly common. Employees often feel like leadership is only looking out for the company—not for them as individuals. And truthfully?

Sometimes they’re right.

When trust is gone, the best-case scenario is inefficiency. The worst-case? A total cultural collapse. In fact, only 20% of U.S. employees - 1 in 5 - strongly agree that they trust the leadership of their organization (Gallup). This points to a significant gap between what employees need and what they perceive from their leaders.

Why Trust Fades

Trust doesn’t disappear overnight. It usually chips away slowly:

• Decisions made behind closed doors with no explanation
  
• Broken promises
• Confusing or unclear expectations
  
• Lack of recognition for hard work
  
• A sense that feedback isn’t welcome—or worse, that it won’t change anything

Over time, employees begin to protect themselves. They stop speaking up. They disengage. They leave. According to a PwC survey, 61% of workers - 2 of 3 - say that a lack of trust in their employer negatively impacts their ability to perform (PwC US Trust Survey).

The Cost of Distrust

The impacts of a trust-deficient workplace are real and measurable: lower productivity, siloed teams, high turnover, and a reluctance to innovate. In cultures where trust is low, people do the minimum just to get by. And the cost adds up: replacing an individual employee can cost anywhere from 50% to 200% of their annual salary (Gallup). Low trust, which often drives high turnover, becomes a very expensive problem.

What Can Managers Do About It?

Rebuilding trust takes more than a team-building day or a "feel-good" email from the CEO. It requires consistent, intentional action. Here’s some ideas for where to start to rebuild trust:

1. Do What You Say You Will

   Reliability is the foundation of trust. If you commit to something—whether it’s giving feedback, addressing an issue, or following up on a concern—follow through. Don’t overpromise. Apologize if you cannot adhere to an aforementioned delivery date - and let them know a new date. A manager who delivers on their word - and one who is vulnerable and admits mistakes and owns up to it when they don’t deliver - builds credibility every time.

2. Share Compliments (Sincerely)

   Never hold back appreciation! …but only if it is sincere. A genuine compliment on someone’s effort or outcome can have lasting impact. Just be extra sure it’s specific and sincere—forced or vague praise can feel disingenuous - and will fall flat.

3. Recognize Strengths and Accomplishments

   Acknowledging what someone does well builds confidence and shows you're truly paying attention to the value they provide. Never ever take credit for contributions of others! (We're sure we don’t need to tell you that will be a surefire way to lose respect and break trust right away...)

4. Be Empathetic

   Empathy isn’t about being soft—it’s about understanding and taking a minute to imagine what it would be like to “walk in someone else’s shoes.” Recognize your team’s pressures and challenges. You can hold people to high standards and still show you care through showing genuine empathy. Yes, empathy can take time and sometimes it is inconvenient — but we promise you it will be worth it every time. In fact, a combination of showing empathy and holding people to work standards is exactly what builds trust! 

5. Be Consistent

   Mood swings, favoritism, volatility, or inconsistent expectations make people feel like they’re walking on eggshells. Be clear, be fair, and when you treat people differently or give one person more attention that others, be transparent about why. For example, because someone needs more management when it comes to work performance or because they are learning a new skill and therefore need more check-ins to make sure they are doing things correctly.

6. Practice Selective Amnesia

   You don’t need to keep score. In fact, keeping score can be emotionally exhausting and result in less than ideal outcomes.  Let go of old issues - show trust in others to grow their trust in you. Try and see things with fresh eyes instead of harboring old issues and dragging on past frustrations. As we like to say here at Expedition HR, assume positive intent unless you can prove otherwise. A little grace goes a long way! Practicing selective amnesia helps get to better outcomes for all.

7. Talk Less, Listen More

   Be present. Reflect back what you’ve heard. Beware of, as Steven Covey said, "Counterfeit listening." They will see right through it if your focus isn't on them. Employees are much more likely to trust managers who truly listen and understand. When you want to talk, consider pausing for a second or two. (Count in your head! One... two... before saying a word.) Become ok with awkward silences. 

8. Own Mistakes

   You don’t have to be perfect—because that doesn't exist!—but you do have to be accountable for your actions and take responsibility. When you make a mistake, acknowledge it and explain how you’ll improve. This models responsibility and makes it safe for others to do the same. 

Culture Starts at the Top

Trust isn’t rebuilt in a single meeting—it’s earned in daily interactions. It takes time and effort. And it's 100% worth it! As a manager, you shape the emotional climate of your team. When you commit to rebuilding trust, you’re not just improving team performance—you’re creating a workplace people want to be part of. High-trust workplaces win every time.

Struggling to Rebuild Trust on Your Team? We Can Help

If trust has taken a hit in your organization, you're not alone—and you're not without options. Our HR Subscription offers ongoing support and expert guidance to help managers rebuild trust, strengthen team dynamics, and create a workplace culture grounded in transparency, accountability, and empathy. Schedule a free consultation to explore how we can support your leadership and your team's long-term success. We look forward to talking to you soon.