How to Build Trust in the Workplace: 5 Practical Tips for Real Results
Let’s get real—building trust in the workplace isn’t just about being nice or doing a few team-building games. It’s the foundation of any high-performing, healthy, and happy workplace. And whether you’re leading a team or just trying to create better collaboration, trust is the difference between “just getting through the week” and actually thriving together.
But here’s the thing: trust isn’t automatic. It’s something you build intentionally—through your actions, your words, and how you show up for your team. For small businesses, having clear rules can help. Companies with open rules keep employees longer and make customers happier (Gallup, 2022). This shows that building trust is key for growth.
In this guide, we’re diving into the real, practical ways to build trust in the workplace—without sounding like a leadership textbook or a corporate HR poster.
1. Start with You: Why Leading by Example Sets the Tone
Trust starts with how you show up—consistently, reliably, and authentically. Your team is watching more than you think. They notice if you follow through on your promises, how you respond under pressure, and whether your actions align with your words. If you want others to be open, honest, and accountable, they need to see those qualities in you first.
Leading by example isn’t about being perfect—it’s about being human and transparent. It’s owning your mistakes, giving credit freely, and handling difficult conversations with integrity.
Ways to lead by example:
- Keep your word, even when it’s inconvenient.
- Be the first to take responsibility when something goes wrong.
- Show the same level of respect and empathy to everyone on your team.
👉 Mini Challenge: This week, share a small, safe “oops” moment—nothing reputation-shattering—and how you bounced back like the boss you are. Vulnerability builds trust, but remember: you’re leading, not trauma-dumping.
2. Say It Straight: Clear Communication Builds Confidence
Nothing erodes trust faster than vague language, hidden agendas, or overly polished corporate speak. Most people can sense when something is off, even if you’re not saying it outright. When you communicate clearly, directly, and honestly, it signals that you respect your team enough to tell them the truth—even when it’s uncomfortable.
Transparency builds psychological safety, helps people make better decisions, and prevents misunderstandings from snowballing. Even when the message is hard to hear, people would rather be informed than left guessing.
Make it work by:
- Share regular updates—even if the news isn’t perfect.
- Skip the jargon. Speak like a real human.
- Always provide context, not just tasks or instructions.
👉 Mini Challenge: Send one honest feedback or update this week that gives real context—not just surface-level info.
3. Listen Up: How Active Listening Earns Respect
You can’t build trust if people don’t feel heard. Active listening goes beyond nodding politely in meetings. It’s about making the other person feel like their input truly matters. When someone shares an idea, concern, or piece of feedback, your response should reflect understanding and be taken into account, not just polite acknowledgment.
Listening also requires presence. If you’re constantly distracted, typing along on your laptop in meetings or interrupting the other person’s thought, you’re unintentionally signaling that their words aren’t a priority. On the flip side, listening with intention builds emotional connection and mutual respect.
How to listen actively:
- Pause before responding, and reflect back what you heard.
- Ask clarifying questions to dig deeper.
- Create space for quieter voices in group settings.
👉 Mini Challenge: In your next meeting or 1:1, repeat someone’s point back to them in your own words before responding to test if you are “on the same page”.
4. Map It Out: Set Expectations Before Misalignment Happens
Ambiguity breeds anxiety. When people aren’t clear on what’s expected of them—or how success is being measured—they tend to default to assumptions. And assumptions are rarely aligned. That’s when trust starts to erode, even among well-meaning teams.
Providing clear expectations gives your team a sense of security and direction. It shows that you value their time and want to set them up for success. That doesn’t mean micromanaging—it means creating a solid structure that allows autonomy within clear guardrails.
And yes, it’s good to give people creative freedom. In fact, that’s where some of the best work happens. But handing off a completely open-ended task with no guidance or feedback can backfire. People still need clarity to feel empowered, not abandoned.
What helps:
- Define roles, responsibilities, and deadlines clearly.
- Set checkpoints along the way—not just for the final delivery.
- Share what a successful outcome looks like in advance.
👉 Mini Challenge: Choose one project or task and ask yourself or your team member Have I truly made the expectations clear?” If not, take 5 minutes to clarify it today.
5. Give Real Feedback—And Celebrate the Wins That Matter
Feedback and recognition are two sides of the same coin when it comes to building trust. One helps people grow; the other helps them feel seen. When both are part of your culture, you create an environment where people feel safe to improve—and proud of what they’ve accomplished.
However, don’t fall into the trap of giving constant feedback just because some leadership workshop told you so; feedback and appreciation only make sense when they’re real, relevant, and rooted in intention. People can tell when it’s forced or filler. Instead, focus on offering thoughtful feedback that actually helps someone grow, and pair it with genuine recognition for progress—not just perfection.
Most people don’t fear feedback itself—they fear judgment, confusion, or mixed signals. So when you speak up, be clear, specific, and grounded in behavior, not personality. And remember: noticing someone’s quiet consistency or creative problem-solving goes a long way. Real trust is built when people feel both guided and seen.
How to Feedback and Praise Your Team:
- Give feedback that’s timely, actionable, and focused on behavior—not identity.
- Don’t force it—offer it when it adds value, not just to check a box.
- Celebrate small wins, creative thinking, and quiet consistency—not just big results.
- Ask for feedback on your own leadership—it models humility and builds connection.
👉 Mini Challenge: This week, give one team member a piece of helpful feedback and recognize something they’ve done well. Then flip the script—ask someone for feedback on how you can show up better as a leader.
Want to read more on the topic? Then explore our article about: Why Leadership Skills Matter and How to Improve Yours Today or Developing Leadership Competencies That Will Set You Apart in Your Career.
Read more on that topic in part 2 of this series: Trust in Leadership: 5 Powerful Habits to Strengthen Your Team’s Confidence in You
Need a quick focus session to reflect on these topics and how to incorporate them into your daily leadership routine? Then start the 10 Min Timer on Youtube and write down some action steps now!
