Why Trust is Essential for Fast-Growth Businesses

Early in my career, I was the third employee of an ambitious, fast-growing start-up. In the beginning, the atmosphere was electric—we were all highly motivated and committed to the success of the business, putting in the long hours to prove it. But after two years, things started to change. The founders became more distant, often out at meetings we knew nothing about or spotted whispering in corners.

What was going on?

We began to feel nervous about the lack of transparency. We imagined the worst—had we run out of money, were we facing redundancies or closure? We felt cut off when until then, we had all been involved in everything.

Rumours started spreading. Morale dropped, collaboration faltered, and people were stressed and grumpy with each other. Without trust and transparency, motivation and focus disappeared, and we suffered personally and as a business.

The Trust Challenge for Scaling Businesses

In the early days of a business, founders are involved in nearly every aspect of operations. This hands-on approach is natural—it reflects a driven, detail-oriented leader dedicated to getting the company off the ground. In small teams, relationships are close, communication flows, and people feel directly connected to decision-making and the company’s success.

But as a company scales, the dynamic changes. Founders must evolve from being ‘doers’ to leaders. They must let go of being involved in every decision and trust their managers and teams to take ownership. At the same time, founders must ensure that trust flows both ways—that their people believe in their vision, decision-making, and integrity.

Building trust in remote and hybrid teams requires even more effort since you lose the natural, organic moments of connection that happen in an office.?

When trust is broken on either side, bottlenecks form, frustration rises, innovation stalls and collaboration suffers. It’s one of the toughest transitions for growing businesses.

Why Trust Matters in Leadership

Trust is the glue that holds businesses together. When trust is high, people feel safe to take risks, express themselves freely, and innovate. It can be hard to build and easy to damage.?

In fast-paced, high-growth businesses, trust keeps teams focused and cohesive through rapid change and uncertainty.

Companies with high trust levels have:

• More engaged people
• Higher retention rates
• Stronger collaboration
• Faster innovation cycles
• Higher productivity and profitability

According to Harvard Business Review, people at high-trust companies report:

• 74% less stress
• 106% more energy at work
• 50% higher productivity
• 13% fewer sick days
• 76% more engagement
• 29% more satisfaction with their lives
• 40% less burnout

So, how can leaders build and maintain trust, particularly in fast-growing businesses?

Practical Steps to Build a Culture of Trust

1. Communicate with Transparency and Consistency

Lack of transparency is one of the biggest killers of trust. Leaders should provide regular updates on company goals, challenges, and key decisions.

• Share the ‘why’ behind decisions to build understanding and buy-in.
• Avoid sugar-coating problems—honest communication builds credibility.
• Communicate in various ways - don’t rely on email or Teams, but talk to people face to face or by video in one-to-ones, team meetings and town halls to keep everyone informed.
• Make an effort to know people beyond work conversations—pulling people into discussions fosters engagement and trust.
• Actively encourage feedback and open dialogue. People should feel comfortable voicing their opinions without fear of backlash.

2. Build Personal Connections

• Dedicate time for casual check-ins (not just work-related conversations).
• Encourage people to get to know each other as human beings through work socials, having lunch together rather than at your desk, providing breakfast once a week and other ways to have fun together.
• Show empathy by treating people as human beings - remember we're all unique and have different needs, personality profiles and lives outside work.

3. Lead with Consistency and Integrity

One of the most common ways trust is broken is when reality doesn’t match up to the purpose and values on the wall. Lead by example:

• Follow through on commitments—people lose faith in leaders who don’t deliver on their promises.
• It’s ok to not have all the answers — but have confidence in decision-making and be honest when you don’t have the answer.
• Be fair—ensure equal access to growth opportunities and development for all team members. Make sure people working remotely have the same opportunities to speak up and be heard.?

4. Trust Works Both Ways

We often think of trust as something people must have in leadership, but it goes both ways. As a leader, it’s not just about being trusted—it’s also about showing trust in your team.

• Avoid micromanaging. Trust your people to get their work done and make decisions without micromanaging. Focus on outcomes rather than hours logged
• Remote and hybrid working have changed team dynamics but find ways to keep everyone updated and involved whatever their location.
• People take cues from leadership behaviour—model the values and behaviours you expect from your team.

5. Give Autonomy and Communicate the ‘Why'

If leaders micromanage or override decisions, people feel undervalued. Empower your team by giving them ownership and responsibility.

• Explain the bigger picture: “We need X because Y.”
• Engage people by asking open-ended questions like “How do you think we should approach this?” or “What was the thinking behind this decision?”
• Help people see how their work aligns with company goals increases their sense of purpose.

6. Actively Listen and Act on Feedback

Create a culture where feedback is not only encouraged but acted upon.

• Have regular check-ins, team meetings and one-to-ones to gauge how people are feeling.
• Act on feedback and communicate changes based on team input.
• Create psychological safety so people feel comfortable raising concerns

7. Be Vulnerable and Authentic

Leaders who admit mistakes, acknowledge uncertainties, and share their challenges create psychological safety.

• Showing vulnerability isn’t about weakness—it’s about authenticity.
• Share lessons from past mistakes and areas for development.
• Demonstrate humility and encourage people to do the same, creating a culture of learning rather than fear.

8. Create a Feedback-Driven Culture and Show Appreciation

• Make feedback frequent, constructive, and two-way.
• Ask for feedback as well as giving it to show that you value people' voices. e.g. "How can I support you better?”
• Recognition and appreciation go a long way—thank people in public for their contributions.

Addressing Trust Challenges in Scaling Businesses

Scaling and fast growth - growing teams, shifting priorities, and a less cohesive culture bring unique trust-related challenges. Be proactive in maintaining trust through:

• Strong Onboarding: Make sure new people integrate into the culture quickly and understand company values.
• Clarity During Change: Frequent shifts in strategy can erode trust. Clearly communicate changes and the reasoning behind them.
• Cross-functional Collaboration: As teams grow, silos can form. Encourage collaboration and relationship-building across departments.

Final Thoughts

Trust isn’t built overnight. It’s a daily practice shaped by small decisions—how leaders communicate, how they react to mistakes, and how they empower their teams.

For founders and leaders in scaling businesses, the shift from ‘doing’ to ‘leading’ is one of the hardest but most necessary transitions. The businesses that thrive are those where leadership trusts their teams to execute the vision, and in return, people trust that leadership has their best interests at heart.

Ask yourself:

What am I doing today to build trust in my team??

If you want to strengthen trust in your team, Growth Space can help. Through tailored workshops, away days, and coaching, we support leaders in creating open, high-trust environments where teams feel empowered, engaged, and aligned with your business goals. Get in touch to explore how we can design a program that fits your team’s unique needs.

Contact Polly: [email protected] Call 07966 475195

Visit: growth-space.co.uk