Trust: how to build better outcomes for people and performance

10 July

Trust is a core value of ours at co-consult. It is vital to our partnerships with each other, with our clients, and when we work together to enable organisations to achieve their purpose through their people. Trust can be demonstrated in many ways; it can be built, won, lost or betrayed, and it represents beliefs, reliability, responsibility and expectation. Trust is more than just a ‘nice to have’ value however; companies with high levels of trust benefit from greater employee engagement and better financial performance, while those with trust issues suffer from decreased productivity, increased turnover and lower profits.

In the challenging economic climate of the present day, it is more important than ever to maintain trust within our organisations, particularly in an environment of large-scale redundancies resulting from restructures following the global pandemic. According to 2023 research by the respected Edelman Trust Barometer, job loss and associated anxieties are up there with existential fears like nuclear war and climate change. This highlights how critically important it is to build trusting and psychologically safe environments in the workplace, in order to support the well-being and productivity of all employees and to support people to contribute to economic success.

Building trust and psychological safety at work requires leaders to be inclusive in their approach. Inclusive leadership means recognising, valuing, and leveraging diversity in all its forms. It also entails creating an environment where all employees feel valued and respected, and where everyone has an equal opportunity to contribute and grow. Time and time again, research has shown that trust levels between managers and employees is the key defining characteristic of the world’s best workplaces and the foundation of high performance.

Here are some ways leaders can promote trust and psychological safety through inclusive leadership:

1. Create a psychologically safe environment:

Foster an environment where all employees feel comfortable expressing their ideas, concerns, and opinions, and where there's no fear of retribution or ridicule. Encourage employees to speak up and provide feedback openly and honestly. Not only should staff be empowered through meaningful participation, but managers and leaders need to also follow through on their commitments with actions.

2. Listen actively:

Leaders need to listen actively and attentively to their employees' suggestions and concerns. Actively listening sends a message to employees that their input matters and is valued. Leaders who encourage authentic and transparent communication build credibility, and this in turn encourages team members to provide additional constructive feedback in the future.

3. Recognise and value diversity:

Value and embrace the diversity of your workforce. Recognise that every individual has unique strengths, perspectives, and experiences that can contribute to the success of the organisation. Leaders should be authentic, vulnerable and transparent. Even the best leaders fail, but when leaders acknowledge each individual’s unique contributions and create an environment of trust, the value of their diverse workforce can be better leveraged.

4. Develop inclusive policies:

Create and implement policies and procedures that promote inclusivity, equity, and fairness. Examples could include flexible work arrangements or parental leave policies that benefit all employees, regardless of gender or family status.

5. Address bias:

Identify and address any unconscious biases or prejudices that could impact employee trust, including in your existing policies and procedures. Provide training for employees and leaders alike to recognise and overcome inherent biases in behaviour, processes and ways of working.

Creating a #culture of #inclusivity requires an ongoing commitment to promoting #trust and #PsychologicalSafety in the workplace. By embracing an #InclusiveLeadership approach, organisations can reap the benefits of a #diverse, #engaged, and high-performing team.

#Inclusion #Trust #PsychologicalSafety #Culture #Leadership