How to Build a Culture of Trust

Think of someone you trust. Really trust. Why do you trust him or her?

Did they have to first earn your trust? Or did you simply just trust them. And if they broke your trust, did you give them anther chance?

Some people naturally trust others. Then there are those who are always skeptical of fully trusting, as if they are waiting to be disappointed.

Maybe the ability to trust is built into our DNA. Or maybe experience determines how much we trust someone.

Here’s the thing about trust: It requires a little faith.

Many organizations claim Trust as a core value. It’s particularly evident where teamwork is encouraged, since trust is a key ingredient for effective collaboration.

But how do you build a culture of trust?

Here are 10 ways to get started:

• Hire and reward based on trusting behavior. When people are promoted for building positive and trusting interpersonal relationships, it defines a culture of trust.
• Listen with respect. Trust grows when someone feels their ideas and/or concerns are heard, fully and completely.
• Develop trust skills. A foundation of trust is built when employees can form healthy relationships with each other, and their managers, that go beyond their daily work.
• Promote transparency. Relevant information needs to be shared in a timely manner, with everyone. Sharing more vs. less pays huge dividends in building trust.
• Address people issues quickly. Timing is everything. When employee issues arise, managers are being watched not only for how it’s handled but also how quickly.
• Make room for ignorance. Trust goes up when someone, especially managers, admits to not knowing something, and commits to finding answers and then sharing with everyone.
• Avoid the absent blame game. Trust is nurtured when employees know fingers won’t be pointed at them when they are absent from a meeting.
• Remove fear of failure. A great way to cultivate trust is by encouraging employees to take well-thought-out risks. Removing the fear of failure opens the door for real success.
• Make managers accountable. If a manager can’t keep his or her commitments, they need to explain to everyone what is happening and why, and as quickly as possible.

Of course, the best way to build a culture of trust is to lead by example. Regardless of position, title, or role, when you show others that you have faith and confidence in them, they will start by trusting you… then themselves…. and then others.

Bonus: Be patient. Don’t give up. Trust takes time.