Trust in the Workplace: The Glue We Pretend We Don't Need

Let’s talk about trust in the workplace—the magical ingredient that everyone claims to care about but often forgets when it’s time to send that CC email.

Everyone talks about trust like it’s a given in the workplace: “Of course we trust each other!” But let’s face it—trust in many organizations is more like a fragile vase ?? It’s nice to have, easy to break, and rarely gets repaired.

While imposter syndrome deals with internal doubts, trust is about external relationships (refer to my previous article for more). It’s what allows teams to work without second-guessing each other, leaders to delegate without micromanaging, and feedback to flow without fear. But trust isn’t magic ??—it’s intentional, messy, and, frankly, undervalued.

In my experience, trust isn’t something you can demand or measure easily—it’s earned. But here’s the thing: while we all know trust is important, we often ignore how fragile it really is in the workplace. Let’s break down some of the unspoken workplace “trusts” we love to overlook (with a little humor thrown in).

1?? “We’re a Transparent Organization” (With Opaque Windows)

Every company looooves to declare its commitment to transparency. But let’s be honest—how many times has a re-org been described as “exciting new opportunities” when it feels more like a high-stakes game of musical chairs? ??

What’s Really Happening: People don’t trust vague corporate speak. They see through it faster than an open-plan office sees your lunch choice.

Solution: Real transparency means sharing the why, not just the what. And no, “synergies” is not an explanation—it’s corporate jargon bingo.

2?? “Trust Falls” - A Metaphor Gone Too Far

Remember that team-building exercise where you fell backwards into your coworker’s arms? Trust-building at its finest, right? Wrong. Trust isn’t built by catching someone during a forced exercise; it’s built when they don’t throw you under the bus in a meeting.

What’s Really Happening: Surface-level trust exercises don’t address the real issue—day-to-day collaboration does. And it certainly won’t happen after that “away day” that happens once or twice a year!

Solution: Instead of symbolic activities, try fostering trust through consistent actions. Support each other in meetings, give credit where it’s due, and leave the trust falls to Instagram reels.

3?? You Can Speak Freely (But Only If It’s Positive)

??Open-door policies are great… in theory. “Speak your mind! Share your ideas! We value your voice!” But the reality? Many employees quickly learn that what they say can and will be used against them—maybe not today, but definitely during performance reviews or the next team reshuffle.

What’s Really Happening: The promise of openness is often conditional. If feedback is glowing and aligns with leadership’s narrative, it’s celebrated ?? But if it’s critical or challenges the status quo, it’s quietly filed under “not a team player.”

Solution: Leaders need to foster psychological safety. If you want honest conversations, don’t just tolerate dissent—welcome it. Respond to feedback with curiosity, not defensiveness. For employees, practice tact and choose your words wisely, but don’t let fear silence your perspective. Authenticity is where trust begins.

4?? “We Trust Each Other”… Until the CC Line Says Otherwise

?? You know that sinking feeling when you see your name on an email thread with half the company CC’d? Yeah, that’s trust evaporating in real-time. Nothing says “I trust you” like looping in five extra people to “make sure everyone’s aligned.” ??

What’s Really Happening: Over-CCing is a sign of mistrust—or worse, office politics.

Solution: If you trust someone to handle a task, let them handle it. Use CCs sparingly, or we’ll all need bigger inboxes and smaller egos ??

5?? “We Trust You to Take Ownership” (But We’ll Watch Closely Anyway)

?? Trusting someone to lead a project doesn’t mean breathing down their neck every step of the way. Yet, in many workplaces, “ownership” looks suspiciously like oversight. The result? Micromanagement disguised as “support.” I was guilty of this one!

What’s Really Happening: Leaders struggle to relinquish control, fearing mistakes. But this undermines the very trust they claim to offer, creating a cycle where employees second-guess themselves.

Solution: True ownership means letting people take the wheel ?? and allowing for some detours. Trust isn’t about perfection; it’s about creating space for growth and learning.

6?? Feedback Is a Gift (Except When It’s Honest)

?? Feedback is marketed as the key to growth, but in reality, many workplaces treat it like a hot potato ?? People nod through performance reviews but secretly worry their constructive criticism will land them on someone’s blacklist.

What’s Really Happening: Employees don’t trust feedback won’t come with strings attached. On the flip side, managers worry honest feedback might demotivate their teams. The result? A polite but unproductive cycle of surface-level conversations.

Solution: Build a feedback culture where honesty is paired with empathy. Constructive feedback should feel like collaboration, not confrontation. If you are giving the feedback (notice I didn’t say leader, manager, or supervisor): Are you addressing the behavior constructively and providing actionable steps for improvement? And if you’re on the receiving end: Are you listening to understand and grow, rather than reacting defensively?

7?? We Trust the Process (But Don’t Question It)

?? Every workplace has that process— the one that is almost always followed by the statement “this is how it has always been done” and is so sacred it might as well be carved in stone. And while teams are told to “trust the process,” the unspoken rule is: don’t challenge it.

What’s Really Happening: Fear of questioning the status quo stifles innovation. Teams trust the process because they’ve been taught the consequences of doing otherwise. But blind trust in outdated systems can be more damaging than productive.

Solution: Encourage teams to evaluate processes regularly. Trust doesn’t mean clinging to the familiar—it means being open to change. Leaders, empower your teams to ask, “Is this the best way?” without fear of reprisal.

8?? Collaboration, Collaboration, Collaboration (But It’s Everyone for Themselves)

?? Collaboration is a buzzword, but let’s be honest—some workplaces are more Hunger Games than teamwork ?? People are encouraged to “work together” while subtly competing for resources, credit, or visibility.

What’s Really Happening: This one is multifaceted. On one hand, recognition perhaps is not given when and where recognition is due. On the other a lack of trust between team members creates silos, where collaboration becomes performative. Instead of sharing ideas, people hoard them, fearing someone else might take credit.

Solution: Foster a culture of shared wins?? Make recognition a priority, not an afterthought. Celebrate wins publicly, give credit where it’s due, and ensure the right people are acknowledged for their contributions. Also celebrate team successes and make collaboration safe by setting clear expectations around credit and recognition.

9?? "We Trust Our Teams” (As Long as There’s a Spreadsheet)

?? In data-driven environments, trust often gets reduced to numbers. If you can’t quantify it, does it even exist? This obsession with metrics sometimes turns into over-reporting, where trust is replaced by constant proof of progress.

What’s Really Happening: Teams spend more time justifying their work than doing it. Over-documentation signals a lack of trust, slowing down productivity and creating unnecessary pressure.

Solution: Balance accountability with autonomy. Trust your team to deliver without requiring them to log every minor detail. Use metrics to guide, not control, their work.

?? A Final Thought on Trust (And Why We’re All Guilty)

Here’s the truth: trust in the workplace is built (or broken) in the small moments. It’s not about big speeches, fancy retreats, or sweeping policies; it’s about consistent actions, honest conversations, and the courage to follow through. What that looks like in the day-to-day: allowing someone to lead a project, valuing their feedback, or questioning the status quo without fear. It’s messy, human, and never perfect—but that’s what makes it essential.

So, next time you’re tempted to call for “collaborative transparency,” maybe just ask yourself: Am I doing the little things that show I trust my team? It starts and ends with you.

And hey, if you enjoyed this article (and trust me, you did ??), hit like, share it with your network, or drop a comment below. Let’s keep the conversation going—because trust isn’t just the glue, it’s the spark that keeps everything moving.

#trust #corporatelife #teamculture #authenticleadership #workplacehumor