How to Build Trust Between Managers and Employees

Trust strengthens teams, boosts engagement, and drives performance in the workplace.

Trust is the foundation of any successful team. When managers and employees trust each other, they work more efficiently, communicate openly, and create a positive workplace culture. Yet, trust isn’t automatic—it must be earned, reinforced, and maintained over time.

If you’ve ever felt like your team is disengaged, hesitant to share ideas, or lacks motivation, the root cause may be a lack of trust. Without trust, employees may withhold valuable feedback, resist collaboration, or disengage entirely.

So, how can you, as a manager, build a culture of trust with your team? This guide explores practical, strengths-based strategies to enhance trust, drive performance, and create an engaged workforce.

1. Why Trust is Crucial for Manager-Employee Relationships

What is Trust and Why Does It Matter in Leadership?

Trust is the belief that someone will act with fairness, integrity, and reliability. In the workplace, this means that employees trust their managers to lead with transparency, while managers trust their teams to take responsibility and perform effectively.

Research shows that high-trust workplaces are 50% more productive and employees are 76% more engaged. (Source: Harvard Business Review)

When trust exists in your team, you’ll notice:

• More collaboration – Employees feel safe sharing ideas and taking initiative.
• Stronger engagement – Trusted employees are more committed to their work.
• Higher productivity – Trusting environments reduce micromanagement, allowing employees to work autonomously.
• Better retention – Employees are 50% less likely to leave a company when they trust leadership. (Source: Great Place to Work)

Pro-tip: Start by listening. Ask employees, "What do you need from me as a manager to feel supported?" and act on their feedback.

The Cost of Low Trust in the Workplace

When trust is low, employees disengage, miscommunication increases, and collaboration breaks down. Here’s what happens when trust erodes:

• Low morale – Employees feel undervalued and hesitant to contribute.
• Reduced productivity – People waste time second-guessing leadership decisions.
• High turnover – Employees leave due to lack of transparency and inconsistent leadership.
• Micromanagement takes over – Managers feel the need to control every detail instead of empowering their teams.

Did you know? Companies with low-trust cultures spend 40% more time resolving workplace conflicts. (Source: MIT Sloan Management Review)

Pro-tip: Address trust issues early. Conduct anonymous trust surveys to pinpoint employee concerns and areas for improvement.

2. Strategies to Build Trust Between Managers and Employees

Transparent & Open Communication

Effective communication is the cornerstone of trust. Employees need clear expectations, honest feedback, and open dialogue with leadership.

• Be transparent – Share company goals, challenges, and decisions openly.
• Encourage two-way feedback – Actively listen to concerns and ideas.
• Use digital tools – Leverage platforms like Slack or Microsoft Teams for instant communication.
• Hold regular 1:1 meetings – Create a safe space for employees to share concerns.

Pro-tip: Implement a monthly "Ask Me Anything" session where employees can anonymously ask leadership anything. This fosters psychological safety and transparency.

Consistency & Accountability in Leadership

Consistency in leadership builds reliability and psychological safety within teams. Employees need to see that leaders follow through on commitments and apply policies fairly.

• Set clear expectations – Be upfront about what success looks like.
• Apply policies consistently – Ensure fairness in decision-making.
• Lead by example – If you expect honesty and accountability, demonstrate it first.
• Provide regular feedback – Keep communication consistent, not just during performance reviews.

Fact: 82% of employees say they are more likely to trust leaders who deliver on promises consistently. (Source: Edelman Trust Barometer)

Pro-tip: Keep a Leadership Decision Journal to document key decisions and communicate the rationale to your team.

Recognising Employee Contributions & Strengths

Trust is built when employees feel seen, valued, and appreciated. A strengths-based approach to leadership ensures that each employee is recognised for their unique skills.

• Publicly recognise achievements – Celebrate big and small wins.
• Use Strengthify’s Team Discovery Workshops – Identify and amplify employees’ strengths.
• Provide growth opportunities – Align tasks with individual strengths and career goals.

Did you know? Employees who feel recognised are 63% more likely to stay at their jobs. (Source: Gallup)

Pro-tip: Implement a "Strengths Spotlight" in weekly meetings, where each employee highlights a colleague’s contribution.

Empowering Employees with Decision-Making

Employees trust managers who give them autonomy rather than micromanaging. Empower your team by involving them in decision-making.

• Delegate meaningful tasks – Show trust by assigning ownership of projects.
• Involve employees in company decisions – Let them contribute ideas and solutions.
• Create peer-led initiatives – Encourage employees to lead small teams or projects.

Fact: Companies that empower employees to make decisions are 31% more productive than those that don't. (Source: McKinsey & Company)

Pro-tip: Assign “Decision Owners” for projects to increase accountability and independence.

3. Measuring & Sustaining Trust in Your Team

How to Measure Trust in the Workplace

To maintain trust, track key trust indicators regularly:

• Employee Net Promoter Score (eNPS) – Measures how likely employees are to recommend your company.
• Retention & absenteeism rates – High turnover = low trust.
• Feedback engagement – Are employees openly sharing feedback in meetings?
• Performance metrics – Trust drives productivity and innovation.

Pro-tip: Use Trust Scorecards where employees rate leadership on transparency, communication, and fairness.

Strengthify’s Management Development Programme (MDP)

Strengthify’s Management Development Programme (MDP) supports managers with practical tips and advice on how to build trust through strengths-based leadership.

• Practical trust-building techniques to improve engagement & collaboration.
• Tailored strategies to enhance transparency & accountability.
• Real-world examples on creating high-trust teams.

Conclusion: Trust as the Foundation of Great Leadership

Trust isn’t built overnight, but it’s the most powerful tool in a manager’s leadership toolbox.

• Be consistent, transparent, and accountable.
• Recognise employee strengths and contributions.
• Foster psychological safety and autonomy.
• Measure trust levels and take action to improve.

By integrating strengths-based leadership with proactive trust-building strategies, you’ll create a workplace where employees thrive, contribute, and stay engaged.

📢 Want to lead with trust? Explore Strengthify’s workshops, training and support at Strengthify.

Frequently Asked Questions

1. How do you build trust between employees and managers?

Encourage open communication, recognition, and leadership consistency to create a safe, high-trust environment.

2. What are the 3 key components of workplace trust?

1. Transparency – Clear, honest communication.
2. Reliability – Consistency in actions and decisions.
3. Fairness – Equal treatment for all employees.

3. How do you rebuild broken trust?

• Acknowledge past mistakes.
• Communicate openly and frequently.
• Follow through on promises.

Ready to transform your leadership? Discover how a strengths-based approach can create a trust-driven workplace at Strengthify.