Building Trust During A Workplace Change: Guide For Modern Leaders

Building trust in any relationship can be tough and takes time, and it’s even worse in work relationships. Ever since the pandemic revealed leaders’ ‘true colors,’ many people have had way less trust in them.

As a leader, you want your employees to trust you in important moments. Some people believe that trust is not at all necessary for professional relationships.

However, having someone trust you as a leader cannot lead to harm. You will feel motivated to do what’s best for them and be the leader they think you are. 

In addition, studies have shown that people who trust their employers are less stressed, have more energy, and have higher productivity.

As a leader, this is something you should always want!

But, and I keep going back to this, trust can be challenging to build, especially in a time of change. Just ask someone who was fired during the pandemic.

Imagine this: Your spouse has always been open about work calls. Suddenly, she tells you they just got a new boss, and the work calls suddenly become confidential and secretive. Your spouse tells you to trust that nothing has changed—would it even be possible?

I think this is how employees feel when you ask them to trust you during a significant change. The words ‘trust me’ do not have the same impact in real life as it does in movies.

The bare minimum will not cut it if you want happier and less stressed people working for you during a transition. You need to invest in building trust with more than just a good speech. Here’s how. 

Why Trust Matters During an Organizational Change

Building trust at work is really important. How employees feel about their jobs and their work environment affects how much they trust the company and you, their leader.

When things at work change — like new policies or a company merger — it can make people feel uncertain or insecure, which often leads to a drop in trust.

When big changes happen in a company, people tend to feel less trustful, at least at first. It’s because change can make them feel vulnerable, less competent, or even powerless.

The takeaway here is that change can shake up trust in a workplace. And if leaders fail to manage the change well, they will see a huge drop in trust and will have to rebuild it over time.

So, building trust during change is all about how the change is handled and how well leaders communicate with their employees.

Ready to learn how to do it?

8 Effective Ways For Building Trust During Workplace Change 

Keep Communication Lines Open

I’ve said it before: communication is the glue that holds everything together.; whether it’s a workplace relationship or haggling at the market.

During times of change, it’s crucial to keep everyone in the loop. You hate being in the dark about things that matter, right? Then they feel the same way.

Do not lie to yourself, saying they don’t need to know. Of course, they need to know! They are part of the company, just like you. 

Be honest about what’s happening, even if the news isn’t always positive. Giving regular updates can ease anxieties and make your team feel included.

Make sure to listen as much as you speak. And always use their most preferred way to communicate. So, even if you’ve never been on Instagram, you should register for an account if that’s where your people feel most comfortable speaking.

Your team needs to know they can come to you with their concerns and get straight answers. It goes a long way in building trust.

Remind Them About your Goals and Values

In the middle of change, it’s easy to lose sight of the bigger picture. It can happen to you as the leader, and the effects will be much worse on someone in a lower-level position.

When the thought of losing their job benefits or changing rules looms, your team won’t be thinking about the company’s goals or what vision you promised to achieve with them.

That’s why it’s so important to remind your team of your shared goals and values. When everyone remembers why they’re there and what they’re working towards, it creates a sense of unity.

Having that shared mission helps in building trust because it shows that, despite the changes, your core principles remain the same. It’s telling your team, “We’re in this together, and we know where we’re headed.”

Focus On Shared Humanity Instead of Your Title

When the workplace feels like it’s in flux, focusing on your title and hierarchy will create distance. The leadership title already puts distance between you and your team. Acting like the boss who does not need to share any information will only make that distance bigger.

So, during this one time, do not focus too much on your title. It’s time to be the most human you have ever been. Connect with your team on a human level. Share your experiences, admit your mistakes, and show empathy. Focus on having a conversation rather than a lecture.

During this time, you must be more relatable and approachable, helping immensely in building trust. People are more likely to support someone they see as a fellow human rather than just a figure of authority. Focus on creating genuine connections that make your team feel valued and understood.

Take Time to Understand their Fears and Concerns

Change can be scary, and it’s perfectly normal for your team to have some fears and concerns. They may not show it directly, but who wouldn’t be freaking out about a major change in their lives? Especially when you do not have all the details.

The best thing you can do is take the time to really listen to them. These are people going through a tough time. You should not just nod and move on. You must listen, ask questions, and show that you genuinely care.

Doing this at work helps in building trust because your team sees that you’re not just about business—you’re about the people, too.

Understanding what they’re worried about can help you address those concerns directly, making the whole process smoother for everyone.

Address any Mistakes that Come Up Immediately

Even as you transition, remember that nobody’s perfect and mistakes are bound to happen. What really matters is how you handle them.

If something goes wrong, you may be tempted to sweep it under the rug. The team is already shaken up; there is no need to add fuel to the fire, right? Wrong!

As I’ve said, not knowing is always worse. It creates tension and stress. Even if things are not going according to plan, they have to know. Own up to it and address it as soon as possible.

When you spill coffee on your friend’s couch, you clean it up right away—don’t just throw a pillow over it and hope they won’t notice!

Addressing mistakes quickly shows that you’re responsible and reliable, which is key to building trust. Plus, it sets a great example for your team, encouraging them to take accountability and learn from their own slip-ups.

Be Authentic and Honorable Every Day

When change is knowing down the door, and your team is freaking out, just be yourself. Most folks will spot a fake a mile away, and nothing erodes trust faster than feeling like someone isn’t being genuine.

It happens in relationships all the time. And this is not any different.

Be transparent about your decisions, admit when you don’t have all the answers, and stick to your word. Don’t suddenly adopt a ‘smile like you’re on drugs’ or ‘sulk like you have to work early on the weekend’ persona. Your people will see right through it.

By being authentic and honorable, you’re showing your team that they can count on you, rain or shine. Consistency in your actions and words is important for building trust, and it makes you a leader worth following.

Lead By Example Daily

If you want your team to trust you, you’ve got to walk the walk. Leading by example isn’t just a catchy phrase; it’s a way of life.

If you’re expecting everyone to be punctual, show up on time yourself. If you want them to be accountable, start with your own work. If you want them to be open and honest, you’ve got to be the first to share.

If you want them to remain positive, productive, and grounded, you have to do it first.

By consistently doing what you expect from your team, you’re building trust. They’ll see you’re in it with them, not just barking orders from the sidelines.

Your actions set the tone and show that you’re all part of the same team.

Remember, Hostility is Normal, So Work Through It

Change can stir up a lot of emotions, and sometimes, that includes hostility. When your favorite TV show suddenly kills off a beloved character—you’re going to have some feelings about it!

And when change is coming, not everyone will handle it with a laid-back attitude—you can only dream.

However, understand that these reactions are normal. Instead of ignoring the hostility or fighting back, address it head-on.

Have open conversations and let people vent. Make sure that they feel safe enough to speak their thoughts. Acknowledge and work through these tough emotions.

It shows your team that you care about their well-being, not just the bottom line. It is important for building trust because it shows that you’re willing to tackle the hard stuff together.

Change Needs Trust, and Trust Needs Consistency

Be warned, you will have to do this for some time. Your team will need continuous reassurance on your support and information about the changes. It will feel repetitive having to do this every day, but you have a duty to your people and the company. 

So, I return to my initial statement: Building trust takes time. But you need to put in that work during a transition. It’s important to keep your team calm and productive—you want to come out the other side with your people ready to move forward, so invest in making sure they trust your leadership.