You’re sitting in a Zoom meeting, stomach in knots, worried about what’s coming next. Not because you can’t handle the work—but because you don’t trust the people on the call. Maybe your boss has thrown you under the bus before. Maybe you’ve shared ideas and had them ignored—or worse, stolen. Sadly, situations like this happen every day in workplaces around the world. So, how you can build trust in your team?
(This post contains affiliate links. If you click on a link and make a purchase, I may make a small commission at no extra cost to you. As an Amazon Associate I earn from qualifying purchases. You can read more here)
When there’s no trust in a team, everything becomes harder. People stop speaking up. They avoid risks. They feel unsafe.
According to Gallup, 70% of employee disengagement is linked to one thing: a lack of trust in leadership. Distrust isn’t just bad for morale—it causes higher turnover, fewer ideas, and more defensive behavior.
The good news? Trust can be rebuilt.
Readers have also loved: How To Create A Healthy Work Environment.
How to Build Trust in Your Team: 7 Proven Tips for Success
Trust is not something you either have or don’t have. It’s something you create on purpose, over time, through consistent actions. When you do, your team becomes stronger, more creative, and more resilient. Let’s break down seven effective ways to build trust in your team—starting today.
1. Model Vulnerability and Emotional Intelligence
One of the fastest ways to build trust is to be human. That means showing vulnerability. It’s okay to admit when you don’t know something or when you’ve made a mistake.
In fact, research by Brené Brown shows that when leaders open up, it creates psychological safety for others to do the same.
When team members see you admit mistakes without blaming others, they feel safer admitting their own.
You don’t have to overshare personal details. It’s not about dumping your problems on the team. It’s about being real. Share relevant stories that show your own learning process. Let people see that you’re human too.
Neuroscience studies tell us that mirror neurons—the part of the brain that picks up on emotions—respond to authenticity. That means when you’re real, your team feels it and reflects it back.
But be careful. Vulnerability isn’t a trick to get sympathy. It has to come from a place of connection, not manipulation.
When done right, it helps build a team culture where people aren’t afraid to speak up, try new things, or ask for help.
2. Be Consistent in What You Say and Do
Trust breaks when leaders say one thing and do another.
Consistency is the secret glue that holds trust together. People need to know what to expect from you. When leaders flip-flop on rules, change priorities suddenly, or make promises they don’t keep, trust crumbles.
To build trust, keep your word—even on small things. If you say you’ll follow up on something, do it. If plans need to change, explain why. Make sure your team understands that changes aren’t random—they’re thoughtful and necessary.
When leaders act predictably and fairly, people feel safe. They stop wasting energy wondering if they’ll get blindsided.
3. Create Psychological Safety
Dr. Amy Edmondson from Harvard Business School defines psychological safety as “a belief that you won’t be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes.” That’s a big deal. If people are scared of being embarrassed, they’ll keep quiet—even when they see a problem coming.
You can create psychological safety by encouraging questions. Invite different opinions. Say things like, “That’s a great point—let’s think through the risks together.” When mistakes happen, treat them as learning opportunities, not reasons for punishment. Make it clear that you’re debating ideas, not people.
Google’s famous Project Aristotle study found that high-performing teams had one thing in common: psychological safety. When people aren’t afraid of being judged, they collaborate better and share more creative ideas.
4. Practice Radical Transparency
Trust grows when people aren’t left in the dark.
Radical transparency means you share the “why” behind decisions, not just the “what.”
You don’t have to share confidential information, but you should communicate openly about goals, challenges, and changes, all with the right tools and resources.
Use tools like shared dashboards so everyone sees the same data.
Keep an open-door policy for questions. Let people know how decisions are made. When people understand the reasoning behind actions, they feel respected and included.
But be careful—too much transparency can overwhelm people. You don’t need to share every detail or personal conversation.
Focus on clarity, not overload.
5. Recognize and Reward Trustworthy Behavior
Trust isn’t just about what you say—it’s also about what you celebrate.
According to Dr. Paul Zak’s research, giving recognition releases oxytocin, a chemical in the brain that builds social bonds. That means when you publicly recognize team members for doing the right thing—like helping a colleague, being honest about a mistake, or showing integrity—you reinforce those behaviors.
Try a peer-to-peer recognition program where team members can nominate each other for small wins.
Hold weekly huddles to spotlight people who went the extra mile for the team.
Make sure recognition is fair and transparent, not based on favoritism. When people feel seen and appreciated for being trustworthy, they’ll keep acting that way.
6. Encourage Ownership and Autonomy
Nothing says “I trust you” like giving people real responsibility.
Micromanagement sends the opposite message: “I don’t trust you to get this right.” That creates fear and frustration.
Instead, assign meaningful projects, not just busy work. Set clear goals, then let people choose how to reach them. Check in to support, not control. Ask, “What do you need from me to succeed?” rather than “Are you done yet?”
The Harvard Business Review reports that employees with high autonomy are 50% more satisfied with their jobs. When people feel ownership over their work, they care more, perform better, and naturally build trust in both directions.
7. Handle Conflict the Right Way
Conflict isn’t always bad. In fact, healthy debate can lead to better ideas. But when conflict is ignored or mishandled, it destroys trust. Gossip, resentment, and silent grudges tear teams apart.
To build trust, address conflicts quickly and fairly. Use structured conversations or mediation if needed. Focus on behaviors, not personalities. Say, “Let’s talk about what happened and how we can fix it,” instead of blaming people.
Patrick Lencioni, author of The Five Dysfunctions of a Team, says, “Teams that fear conflict also fear real trust.” When you show your team that it’s okay to disagree respectfully, you create a space where honesty and growth are possible.
Wrapping It All Up: Trust Is a Choice
Trust doesn’t happen by accident. It’s built on purpose through small, everyday actions.
When you model vulnerability, keep your promises, create safety, share information, celebrate integrity, give real ownership, and handle conflict fairly, you create a team that feels safe and supported.
Building trust isn’t about being the nicest person in the room—it’s about creating an environment where everyone can do their best work without fear.
So here’s the big question: What’s one small change you can make this week to increase trust in your team?
Last Updated on 21st July 2025 by Emma
