12 Science-Based Tips to Build Trust in The Workplace

As Stephen Covey once noted, “trust is the glue of life. It’s the most essential ingredient in effective communication. It’s the foundational principle that holds all relationships.”

But in today’s fast-paced, often remote work environments, building and maintaining trust can be challenging.

Fear not! We’ve compiled 12 science-backed strategies to help you cultivate a high-trust workplace, no matter your work setup. 

Why is Trust Important in The Workplace?

Trust is the bedrock of all healthy relationships, including those at work. When trust is high, communication flows freely, collaboration thrives, and innovation flourishes. It creates an environment where employees feel safe to take risks, share ideas, and work together towards common goals.

Research^{1https://hbr.org/2017/01/the-neuroscience-of-trust} by neuroscientist Paul J. Zak has quantified the profound impact of trust on workplace performance and employee well-being. His work has found that compared to low-trust companies, employees at high-trust organizations report:

• 74% less stress
• 106% more energy at work
• 50% higher productivity
• 13% fewer sick days
• 76% more engagement
• 29% more satisfaction with their lives
• 40% less burnout

These statistics paint a clear picture: trust is a powerful driver of both organizational success and employee satisfaction. High-trust environments not only boost productivity and innovation but also contribute to healthier, happier employees who are more committed to their work and their organization.

The (Brief) Science of Trust

At its core, trust is about predictability and vulnerability^{2https://journals.aom.org/doi/10.5465/amr.1998.926617} . When we trust someone, we believe their future actions will align with our expectations, and we’re willing to be vulnerable with them. 

But there’s more to trust than just a gut feeling—in fact, neuroscientist Paul Zak has discovered that oxytocin, often called the “love hormone,” plays a crucial role in trust formation.

When someone shows they trust us, our brains release oxytocin, making us more likely to reciprocate that trust.

This creates a positive feedback loop, strengthening bonds over time.

But oxytocin isn’t the only player in the trust game. Our brains are also keeping score of past interactions, weighing risks and rewards, and picking up on subtle social signals:

1. The Reward Center: When we cooperate with someone we trust, our brain’s reward center lights up^{3 https://pubmed.ncbi.nlm.nih.gov/12160756/} , releasing feel-good chemicals like dopamine. It’s nature’s way of saying, “Hey, this trust thing feels good—let’s do more of it!”

2. The Stress Factor: Ever notice how it’s harder to trust when you’re stressed? That’s because stress hormones like cortisol^{4 https://pubmed.ncbi.nlm.nih.gov/15671877/} can actually inhibit our ability to form trusting relationships. This is why creating a low-stress work environment is crucial for building trust.

3. The Experience Bank: Our brains are constantly learning from past experiences^{5 https://www.nature.com/articles/nn1575} . If someone has been reliable in the past, we’re more likely to trust them in the future. On the flip side, if we’ve been burned before, we might be more cautious next time.

4. The Leadership Effect: Leaders have a special role in the trust equation^{6https://psycnet.apa.org/record/2002-15406-001} . When leaders demonstrate trust in their team members, it can kickstart a positive cycle of trust throughout the organization.

Now that we understand the importance and basic mechanics of trust, let’s explore how to cultivate it in the workplace. The following tips are designed to work with our brain’s natural trust-building processes, helping you create a high-trust environment where everyone can thrive.

12 Tips to Build Trust in The Workplace

Master the Art of Active Listening

We often think of trust-building as something we do, but sometimes it’s about what we don’t do—namely, interrupting or dismissing others’ ideas. Active listening shows respect and grows psychological safety, a key component of trust.

Here’s a comparison of passive vs. active listening:

Passive Listening	Active Listening
Interrupting	Allowing pauses
Thinking about your response	Focusing on understanding
Judging the speaker	Suspending judgment
Offering unsolicited advice	Asking clarifying questions

Action Step: In your next one-on-one or team meeting, practice the “Three A’s” of active listening:

1. Attend: Give your full attention to the speaker.
2. Acknowledge: Use non-verbal cues (nodding, eye contact) to show you’re engaged.
3. Ask: Follow up with thoughtful questions to deepen understanding.

Consistently Follow Through on Commitments

Trust is built in small moments, day after day. When you consistently do what you say you’ll do, you become a reliable anchor for your team. A study found that leaders who followed through on promises were perceived as more trustworthy and effective.

Action Step: At the end of each day, review your communications and note any commitments you made. Set reminders to ensure you follow through on each one. After a week, reflect on how this practice impacted your interactions and others’ perceptions of you.

Cultivate Empathy Through Perspective-Taking

Empathy is a powerful trust-builder, but it doesn’t always come naturally. One effective way to boost empathy is through perspective-taking exercises. A seminal paper found that actively imagining others’ experiences increased empathy and prosocial behavior.

Action Step: Before your next potentially challenging interaction (e.g., giving feedback, negotiating a deadline), spend 5 minutes writing from the other person’s perspective. What are their goals? What pressures might they be under? How might they be feeling?

Celebrate Small Wins

A Harvard Business Review study^{7https://hbr.org/2011/05/the-power-of-small-wins} revealed a surprising truth: the single most important factor in boosting workplace emotions, motivation, and perceptions is making progress in meaningful work. Even minor achievements can have a profound impact on team morale and trust.

Enter the “Win Wall”—a powerful tool for recognizing and celebrating these daily triumphs. Whether physical or virtual, this dedicated space is a visual reminder of the team’s ongoing progress and successes.

Action step: Implement a “Win Wall”

• Physical Space: Dedicate a wall or bulletin board for win posts. Use colorful sticky notes or cards.
• Virtual Space: Create a #wins channel on Slack or use a digital whiteboard like Miro.
• Daily Ritual: Encourage team members to post one win each day, no matter how small.
• Weekly Celebration: Review and applaud these wins as a team every Friday.

Pro Tip: Create a “Win of the Month” award to recognize standout achievements.

Remember, the goal isn’t just to pat ourselves on the back; by regularly acknowledging progress, you build trust, motivation, and mutual support within the company. 

Implement a “No-Blame” Policy

In any workplace, mistakes are inevitable. However, how we respond to these errors can make all the difference in building trust and fostering innovation. 

A study^{8https://web.mit.edu/curhan/www/docs/Articles/15341_Readings/Group_Performance/Edmondson%20Psychological%20safety.pdf} published in the Academy of Management Journal found that teams with higher “psychological safety” due to a “no-blame” culture were more innovative and performed better over time. 

Here’s how you can cultivate a no-blame culture:

1. Set the Tone: As a leader or team member, model the behavior by openly discussing your own mistakes and what you’ve learned from them.
2. Use Solution-Focused Language: When addressing issues, use language that emphasizes problem-solving rather than fault-finding.

3. Create a Safe Space: Encourage team members to speak up about errors without fear of repercussion. This could involve regular “failure sharing” sessions where team members discuss recent mistakes and lessons learned.
4. Celebrate Learning: Recognize and reward individuals or teams who identify issues and propose solutions, reinforcing the value of open communication.

More concretely, here’s an example of how you might address a mistake without blame:

“I noticed [specific issue]. Can we discuss what happened and how we can prevent it in the future? I’m not looking to blame anyone—I just want to understand and improve our process.”

Action Step: To reinforce a no-blame culture and promote continuous improvement, create a “Lessons Learned” document for your team. 

After each project or significant milestone, collaboratively document what went well, what could be improved, and specific action steps for next time. Focus on systems and processes rather than individual shortcomings.

Here’s what it might look like:

What Went Well	Challenges Faced	Areas for Improvement	Action Steps
[List successes]	[List obstacles]	[List improvement areas]	[List specific actions]

Practice Radical Transparency

One of the fastest ways to build trust is through open, honest communication. Research^{9 https://www.sciencedirect.com/science/article/abs/pii/S1048984310000500} shows that leader transparency is positively related to follower trust.

But don’t just share the good news—be open about challenges and mistakes too. Radical transparency is about having the courage to admit shortcomings and then addressing them head-on.

Here are some examples of radical transparency in the workplace:

• “Our quarterly results fell short of projections. Let’s discuss the factors that contributed to this and brainstorm strategies for improvement.”
• “I made a mistake in the client presentation. Here’s what happened, how I’m correcting it, and what I’m doing to prevent similar errors in the future.”
• “We’re facing unexpected budget constraints this year. I want to be upfront about how this might affect our team and discuss ways we can adapt.”

•  “I’m struggling with my workload and it’s affecting my performance. I’d like to discuss how we can reallocate tasks or adjust priorities.”
•  “Our team dynamics have been tense lately. I propose we have an open discussion about any underlying issues and how we can improve our collaboration.”

Action Step: Implement a “Transparency Tuesday” in your team. Each week, share one piece of information (good or bad) that you might not typically disclose. This could be about project progress, company updates, or even personal challenges affecting your work. Encourage team members to do the same.

Embrace Vulnerability

Dr. Brené Brown’s research has shown that vulnerability is not a weakness, but rather the key to innovation, creativity, and change. By sharing your own uncertainties and challenges, you create space for others to do the same, creating a culture of trust and authenticity.

Here’s how Brown’s ideas on vulnerability, love and connection translate to trust in the workplace:

• Vulnerability allows us to create genuine connections with colleagues, which in turn allows us to develop a deeper sense of purpose and meaning at work.
• Employees who feel a strong sense of belonging in their workplace are more likely to trust their colleagues and contribute fully.
• Instead of hiding insecurities or weaknesses, acknowledging them can lead to more genuine connections and increased trust among team members.
• Believing in one’s professional worth is key to overcoming workplace insecurities and building confident, trust-based relationships with colleagues.

Action Step: Start your next team meeting by sharing a recent mistake you made or a challenge you’re facing. Invite others to do the same if they feel comfortable. This simple practice can  build trust over time.

Practice Radical Candor

Radical candor, a term coined by former Google executive Kim Scott, encourages us to “care personally and challenge directly.” In the workplace, we often feel we must choose between being direct and risking offense, or being overly polite and failing to communicate effectively.

Radical candor is a management philosophy that emphasizes being kind and clear simultaneously, not choosing between the two. Here’s an primer on the concept:

Here are the key takeaways:

• “Care personally” means genuinely caring about your team members as people, not just as employees.
• “Challenge directly” involves giving honest feedback and addressing issues head-on, even when it’s uncomfortable.
• The Radical Candor framework identifies four quadrants of behavior:

1. Radical Candor (high care, high challenge); this is where you want to be!
2. Obnoxious Aggression (low care, high challenge)
3. Ruinous Empathy (high care, low challenge)
4. Manipulative Insincerity (low care, low challenge)

• To practice Radical Candor:
  • Solicit feedback before giving it
  • Praise in public, criticize in private
  • Make feedback specific and sincere
  • Be humble and helpful when giving criticism

Action Step: In your next feedback session, practice radical candor by:

1. Showing you care personally: express genuine concern for the person’s well-being and growth.
2. Challenging directly: Provide clear, specific feedback without sugarcoating.

For example: “John, I know you’re committed to our team’s success, which is why I want to address something important. When you missed our team meeting yesterday, it impacted our ability to make a key decision. I’m concerned because this isn’t the first time, and it affects both the team and your reputation. Can we discuss what’s causing these absences and how I can support you in being more consistently present?”

Foster Cross-Functional Collaboration

Silos can be trust-killers. By encouraging collaboration across departments, you can break down barriers and build understanding. Indeed, research has found that cross-functional teams reported higher levels of trust and better performance outcomes.

Action Step: Organize a “Skill Swap” session. Have team members from different departments teach each other a skill from their area of expertise in 15-minute mini-workshops.

Here’s an example game plan:

1. Identify Unique Skills:

• Survey team members about their expertise
• Look for skills that complement other departments

2. Organize Mini-Workshops:

• 15-20 minute sessions
• Bi-weekly or monthly schedule
• Rotate presenters from different departments

3. Create Engagement:

• Design a “Skill Passport” for attendees
• Stamp or digitally mark attendance
• Offer an incentive for completing all sessions

And here’s what your schedule might look like:

Time	Workshop	Presenter
10:00	“Excel-lent Formulas”	Sarah from Finance
10:20	“Design Thinking 101”	Mike from UX
10:40	“Pitch Perfect”	Jenna from Sales

Bonus Tip: Communication is always easier with a great set of people skills! Luckily, they can be learned:

Practice Inclusive Decision-Making

With decision-making, inclusivity is crucial. Research^{10https://schoolguide.casel.org/uploads/sites/2/2018/12/SCARF-NeuroleadershipArticle.pdf} has shown that inclusive decision-making activates our brain’s reward centers, leading to increased trust and cooperation among team members.

Action step: One effective method of incorporating inclusive decision-making is the “1-2-4-All” technique.

Here’s how it works:

1. Silent Self-Reflection (1 minute): Begin by clearly stating the question or problem at hand. Give everyone a minute to jot down their initial thoughts. This silent reflection allows introverts time to process and prevents louder voices from dominating from the start.
2. Paired Discussion (2 minutes): Next, have people pair up, ideally with someone from a different team or background. This is where ideas start to mingle and grow. Encourage pairs to build on each other’s thoughts.
3. Small Group Refinement (4 minutes): Combine pairs into groups of four. Now the ideas get further refined and expanded. Ask each group to identify common themes and unique insights, preparing to share their top 2-3 ideas with the full team.
4. Whole Group Sharing (5-10 minutes): Finally, bring everyone together. Each group presents their best ideas, followed by a brief discussion on common themes. Use a method like dot voting to prioritize next steps.

Pro Tip: Use a digital tool like Mentimeter^{11https://www.mentimeter.com/} or Slido^{12https://www.slido.com/} for anonymous idea submission in step 1 to reduce bias and encourage candid input.

Inclusive Decision-Making Checklist:

□ Diverse perspectives included

□ Equal speaking time for all participants

□ Ideas evaluated on merit, not source

□ Clear next steps and responsibilities assigned

Implement “Trust Breaks”

Research^{13https://onlinelibrary.wiley.com/doi/abs/10.1111/peps.12109} has found that brief, positive interactions throughout the day led to increased feelings of connection and trust among team members.

These “micro-moments” of connection, which we’ll call “Trust Breaks,” are essential to create a more supportive work environment, reduce stress, and foster a sense of belonging.

Action step: Implement Trust Breaks. Here’s how:

1. Schedule Intentionally: Set reminders for three 5-minute trust breaks throughout your day. Treat these as you would any other important meeting.
2. Vary Your Approach: Use these breaks for different trust-building activities: 

• Check-in Chats: Briefly connect with a colleague about their well-being. Ask, “How are you really doing today?” and listen attentively. 
• Gratitude Express: Take a moment to express specific appreciation to a team member. For example, “I really appreciated how you handled that client call yesterday. Your patience made a difference.” 
• Personal Sharing: Share a brief personal story or ask about a colleague’s interests outside of work. This helps build deeper connections.

3. Be Present: During these breaks, give your full attention to the interaction. Put away your phone and close your email to show you’re fully engaged.

And here’s an example of a Trust Break interaction—specifically, a check-in chat:

“Hey Sarah, do you have a quick moment? I wanted to check in and see how you’re doing with the new project launch coming up. Is there anything you’re particularly excited about or concerned with? I’m here if you need any support or just want to brainstorm.”

Remember, trust isn’t built in grand gestures, but in small, consistent actions over time. By implementing regular Trust Breaks, you’re investing in the social capital that makes teams more resilient, collaborative, and ultimately, more successful.

Model Trustworthy Behavior

The old adage “actions speak louder than words” rings especially true when it comes to building trust. Research shows that leaders who consistently modeled trustworthy behaviors (such as honesty, competence, and benevolence) saw higher levels of trust and performance in their teams.

This modeling effect extends beyond just leadership. Every team member has the power to influence the trust climate through their actions. By consistently demonstrating trustworthy behaviors, you can create a ripple effect that elevates the entire team’s trust levels.

Action step: Create your Trust Mantra. 

One powerful way to embody trustworthy behavior is to create a personal “Trust Mantra”—a short phrase that encapsulates the trustworthy behavior you want to embody. Here’s how to develop and use your mantra:

1. Identify Key Trust Behaviors: Reflect on behaviors that build trust, such as honesty, reliability, competence, and empathy.
2. Craft Your MantrCreate a short, memorable phrase that incorporates these behaviors. For example:

• “Open, honest, and kind in every interaction”
• “Reliable in word, competent in action, empathetic in approach”
• “Listen fully, speak truthfully, act consistently”

3. Make It Visible: Write your mantra somewhere you’ll see it regularly – on a sticky note on your monitor, as your phone lock screen, or in your daily planner.
4. Regular Reflection: Before each meeting or significant interaction, take a moment to read your mantra and reflect on how you can embody it in that situation.

If you’re in a leadership position, your role in modeling trustworthy behavior is especially crucial. Remember the Trust Breaks we discussed earlier? This is a perfect opportunity to lead by example. Let your team know when you’re taking a Trust Break and encourage them to do the same.

For instance, you might say, “I’m going to take a quick Trust Break to check in with Sarah about the project. I encourage all of you to take similar breaks throughout the day to connect with your colleagues.”

Frequently Asked Questions (FAQs) on Building Trust in The Workplace

More Trust = More Success!

Building trust in the workplace isn’t just about feeling good – it’s about creating an environment where people can do their best work.

Here’s a quick overview of some of the most important strategies for building trust in the workplace:

• At the interpersonal level, practice open communication, active listening, showing vulnerability, and following through on your commitments.
• At the team level, foster a “no-blame” culture, practice inclusive decision-making, and promote cross-functional collaboration.
• As a leader, make sure to model trustworthy behaviors, practice radical candor, and celebrate small (and big) wins.

Remember, trust is built in small moments, day after day. Start with one or two of these tips and gradually incorporate more as they become a habit. Before you know it, you’ll be leading a team that’s more connected, more innovative, and more successful than ever before.
For more tips on building trust, both in the workplace and in your life more generally, check out this article: 30 Best Trust-Building Exercises to Rebuild Relationships