From geopolitical tensions and economic turbulence to the rapid rise of AI and evolving workplace norms, today’s business environment is shaped by relentless change. For employees, this often translates into heightened anxiety, blurred expectations, and uncertainty about the future. In such conditions, trust isn’t just a “nice to have”, it becomes one of the most critical, and yet fragile, asset within an organization.

According to business consultancy Gartner, HR leaders hold a unique and strategic position in the trust equation. They serve as both architects and stewards of workplace culture, guiding how communication flows, how people leaders behave, and how organizational values come to life.

While Gartner focuses on HR leaders, the points they make are applicable to all leaders, and of importance to those without in-house HR.

Employees who trust their leaders and organizations are not only more engaged and resilient, they are also more likely to stay, contribute meaningfully, and advocate for the company, even during difficult transitions. Yet in times of disruption, trust can erode quickly, especially when communication is opaque, inconsistent, or tone-deaf.

So how can leaders respond? While there’s no one size fits all formula, there are clear, proactive steps that can be taken to build trust into the fabric of the employee experience. Here are seven strategic actions to consider:

1. Conduct Regular Trust Assessments and Act on the Findings

Trust starts with understanding. Regularly measure the current state of employee trust using tools like engagement surveys, pulse checks, stay interviews, and anonymous feedback channels. These tools can uncover hidden issues around leadership credibility, fairness, communication gaps, or psychological safety.

But collecting data isn’t enough; close the feedback loop by sharing results transparently, acknowledging areas for improvement, and outlining what actions are being taken in response. Employees don’t expect perfection, but they do expect honesty, responsiveness, and visible follow-through.

2. Champion Transparent Decision-Making

In the absence of information, rumors and assumptions will fill the void. Leaders should communicate not just decisions, but the reasoning behind them. This builds understanding and reduces speculation.

For example, if layoffs or restructures are being considered, employees want to hear: Why now? How will this affect our strategy? What support will be provided? Even difficult news is easier to digest when it’s delivered with transparency and empathy. Consistent messaging across departments also helps reduce confusion and cynicism.

3. Facilitate Open, Two Way Dialogue

Trust isn’t built through top down memos; it’s built through meaningful conversations. These could include:

• Monthly town halls with open Q&A

• Leader listening tours across departments

• Digital suggestion boxes or anonymous feedback platforms

• Small group “coffee chats” with leadership

  
  

These forums help surface employee concerns early, and when leaders respond authentically, it reinforces that employee voices are heard, and valued.

4. Invest in Leadership Development, Especially Around Empathy

Even well intentioned leaders can damage trust if they lack emotional intelligence or fail to communicate effectively. Making empathy, self awareness, and active listening core components of any leadership training can go a long way. As well, workshops, coaching, and role-play exercises can help leaders:

• Recognize signs of burnout or disengagement

• Navigate tough conversations with compassion

• Balance business goals with people centered decision making

  
  

Long term trust hinges not just on what leaders say, but how they make people feel in times of uncertainty.

5. Model Consistency and Integrity

Trust is built on credibility, and nothing undermines it faster than inconsistent behavior. Leaders should strive to align their words, actions, and values consistently across all levels of the organization.

If priorities change (as they inevitably will), leaders should own the shift, explain the rationale clearly, and reinforce long-term goals. Admitting past missteps or acknowledging uncertainty can actually enhance trust, as it signals humility and authenticity rather than spin or deflection.

6. Create Psychological Safety Across Teams

When employees fear judgment, retaliation, or dismissal for speaking up, trust evaporates. Companies must work to intentionally create safe environments where dissenting views, feedback, and experimentation are encouraged.

Strategies to build psychological safety include:

• Incorporating inclusive practices into hiring, performance reviews, and team discussions

• Training managers to respond constructively to feedback and questions

• Encouraging team debriefs after projects to discuss what worked, and what didn’t, without blame

  
  

When people feel safe to show up authentically, they’re more likely to engage deeply and contribute meaningfully.

7. Highlight and Celebrate Trustworthy Behavior

To make trust part of the culture, actively recognize and reward behaviors that build it. This might include:

• Featuring individuals who model transparency and empathy in internal newsletters

• Creating peer nominated awards for integrity, accountability, or team support

• Sharing case studies of “trust in action” across different functions or regions

  
  

Making trust visible and aspirational helps reinforce its value across the organization.

Trust Is a Strategic Imperative, Not a Soft Skill

HR has a role as a bridge between leadership and employees. If you have an in-house people function, they can take the lead on implementing many of these recommendations and measuring outcomes. If you are a smaller company without dedicated HR support, these activities fall under your umbrella as a business owner.

Trust may feel intangible, but its impacts are measurable: from retention and performance to innovation and morale. Trust helps prevent disruption, and build a culture that can weather upheaval and unexpected events. With the right strategies, leaders can earn and maintain trust not just as a reaction to uncertainty, but as a long term competitive advantage.