Rebuilding Trust in the Workplace

“I need to make a move Holly.  I know I won’t make the same money if I go somewhere else.  I cannot believe what [CEO] says to be true, he is fabricating our runway and pacifying the board and leadership team.  The damage is clear in the wake of his dishonesty.  I can no longer be part of this organization as long as I am working for someone I cannot trust.”

As I decode countless organizations for effectiveness and gaps, the number one challenge, and likely the most difficult to correct, is a lack of trust between teammates.  Whether between peers or leadership, distrust is a violent force that creates insurmountable challenges in a business environment.  Course correction is often impossible.  

There are two aspects to trust in the workplace.  Setting expectations early that you can be trusted, and will offer trust to others, is the first.  Promote trusting relationships involves proactive actions to set the appropriate path with clear expectations.   Managing a situation where trust is broken is second. Is there any chance of rectifying relationships of mistrust? 

Over my experience, many professionally default to leaving the situation.  That is an understandable reaction, given trust is incredibly difficult to rebuild in any example, and add the burden of our work being a means to a paycheck that supports our livelihood.  Although difficult, there are steps you can take to try and rebuild trust in the workplace. 

1. Tough talk.  Communication is key, although often difficult.  If the mistrust is with a leader, it can seem impossible.  Start with a conversation explaining why the trust is broken, and why it is in the company’s best interest to gain the trust back.  Point to data, “when you offered this information, and it is not true, it damages investor confidence in our capabilities.  Let’s work on this area so we can get the positive momentum back on our team.”  Start with acknowledging you are on the same team, follow with data, and confirm your goal is to find a solution to rectify the situation.  
2. Start with small gains.  Offer the co-worker short range goals of, “If I.. Will you..” scenarios.  For example, “If I agree to work on these numbers for you over the weekend, will you agree to let the team know you and I collaborated on the results?”  These small wins achieved together can grow to bigger objectives over time.
3. Over communicate.  Especially in the early days of repairing a relationship, set frequent check-ins and don’t assume anything in between.  Small targeted gains can be inspected and measured each step. Hold yourself, and each other, accountable for words and actions to move the relationship forward.
4. Gossip is poison.  Talking to others about a situation with another co-worker can cause an even larger ripple of distrust, even under the guise as “venting”.  Vent outside the workplace if you need advice.  Sharing a challenging situation with a co-worker can magnify the difficulty, cause undue burden, and waste time.  Deal directly with the individual and situation as the most effective way to impact positive change. 
5. Forgive.  We are all human, and imperfect.  The rules of engagement in an effective workforce are learned, often through missteps.  Give others the opportunity to right a wrong.  Forgiveness is a vulnerable action, yet it has the power to create an unbreakable bond.

Fact remains, many relationships will not survive the breach of trust. However, none will survive if not given the chance for correction.  If working through these steps does not create a healthier, mutually beneficial trust, you have no other option than to leave the situation.  Trust is the foundation of all healthy relationships, and when built without it, are almost always short term.  Work towards rebuilding trust whenever possible, as the relationships on the other side can be stronger than ever.