The Real Reasons People Stop Trusting Organizations

Let’s get to the bottom of why leaders are losing the trust of their people. More and more data suggests that it’s connected to a limited, short-term view of work culture.

When culture is reduced to just accountability and results, you’re walking into dangerous territory where the people experience, engagement, and overall business success get sacrificed. If you want to build something that lasts, then leaders must embrace a holistic, long-term approach to culture.

"When a leader can't extend trust to their team, it's because they can't trust their own ability to connect well with others."

Here are five things organizations and leaders can start doing right now:

1. Prioritize Employee Well-Being

Look, focusing only on performance is burning your people out. You’ve probably seen it already—high stress, disengagement, maybe even some of your top talent walking out the door. If you’re not making well-being a priority, you're missing a huge opportunity.

A simple shift can make all the difference. As leaders, integrate more humanity into people’s work-life. Offer mental health support. Show people that their well-being matters just as much as their productivity. When people feel like their health is valued, they stick around, and they thrive.

2. Build Engagement Through Purpose

Here’s a hard truth: people aren’t just motivated by results. If you’re pushing hard on accountability without showing your team the bigger picture, engagement is going to drop.

Instead of driving them with pressure, connect their work to something meaningful. Remind them why what they do matters and how it aligns with the company’s mission. And don’t forget to give them room to grow and recognize their efforts. Telling people the mission is one things, showing others how to live it takes things to a whole new level. Purpose is what really keeps people engaged and committed, not just hitting targets.

3. Build Trust with Collaboration

When accountability turns into blame, trust takes a nosedive. If your people are worried, they’ll get in trouble for mistakes, they’ll stop taking risks—and that’s bad news for collaboration and innovation.

Here’s the fix: create not just a safe space for your team but a brave space. Make it clear that mistakes are part of the learning process, and focus on growth, not punishment. Trust builds when people feel like they won’t be judged for trying something new. Encourage collaboration where feedback is welcomed, not feared.

4. Think Beyond the Short-Term

It’s easy to get caught up in meeting those immediate goals, but if all your focus is on the short-term, you’re sacrificing the future. You need to find a balance between getting results today and preparing for tomorrow.

Leaders who think long-term invest in innovation, ethical decisions, and sustainable people growth. Keep an eye on those quarterly goals, sure, but don’t forget to plan for the bigger picture. How does the people experience help make the big picture come to life? When you take care of both the present and the future, your organization is in a much better place.

5. Replace Micromanagement with Empowerment

No one likes to feel like they’re under a microscope. When you micromanage, people stop being creative because they’re afraid to take risks. This stifles innovation and autonomy.

The solution? Trust your team. Give them the space to own their projects, make decisions, and give genuine autonomy. A culture that is empowered, will take business further than you ever thought possible.

Redefining Culture to Regain Trust

Here’s the bottom line: if you want to regain trust and build a culture that works, you’ve got to look beyond just results. Culture isn’t just about getting things done—it’s the foundation of a thriving, sustainable organization.

So, invest in your people. Create a well-rounded, healthier culture, and you’ll see trust restored—and with it, the success of your company.