Building Trust: The Key to a Thriving Workplace

At D&Z we pride ourselves on who we are and what we represent. Our Values, Cultural Tenets, and tagline are all built on a foundation of Trust. In today’s fast-paced work environment, trust among the members of our teams is a necessity. In his article “The Neuroscience of Trust” from the February 6, 2024 edition of the Harvard Business Review, Paul Zak explained that in comparison to people in low-trust companies, people in high-trust companies reported:

• 106% more energy at work
• 50% higher productivity
• 74% less stress
• 76% more engagement
• 29% more satisfaction with their lives

But how exactly can we cultivate real, lasting trust among our teams, our groups, and across the corporation?

Here’s a couple of ways we can work together to build trust:

1. Lead by Example

Trust starts at the top. Leaders set the tone by consistently demonstrating honesty, fairness, and integrity. When workers see leaders admitting mistakes, keeping promises (We Do What We Say! ^TM), and communicating openly, it sends a powerful message that trustworthiness is not just encouraged but expected.

2. Foster Open Communication

We all need to feel safe sharing ideas, concerns, and feedback without fear of judgment or retaliation. Open communication creates an environment where trust can grow. Encourage regular check-ins, anonymous feedback channels, and active listening sessions to give everyone a voice. Share your streetcorner! If you do not recognize that phrase, I recommend reading Opening Doors to Teamwork and Collaboration by Judith Katz and Frederick Miller. It’s a powerful read that breaks down tangible ways to foster sharing experiences and ideas (your “streetcorner”) to create a more efficient, more collaborative work environment. 

3. Empower Workers

Micromanagement suffocates trust. When employees are given ownership over their tasks and responsibilities, it shows that leaders believe in their abilities. Set clear goals, then give the team the autonomy to find their own way to achieve them.

4. Celebrate Accountability

Mistakes are inevitable, but how they are handled defines a team’s culture. Workers must know that accountability is about growth, not blame. Normalize the conversation around learning from mistakes. Recognize when someone takes responsibility and turns an error into a learning opportunity.

5. Encourage Collaboration, Not Competition

While healthy competition can sometimes motivate individuals, excessive internal rivalry can erode trust. As one of our Cultural Tenets, Collaboration fosters mutual respect, understanding, a shared sense of purpose and can unleash innovation. Working together towards a common objective and rewarding group achievements strengthen bonds among workers.

6. Show Consistency and Fairness

Trust is fragile. It’s built over time through consistent actions and fair treatment. People trust those they know and understand. Favoritism or unpredictable decisions quickly break down trust. Apply policies and rewards evenly across the team. Always explain the “Why” behind major decisions or asks.

Final Thoughts

Trust isn’t built overnight. Developing trust requires patience, consistent effort, and a genuine commitment to creating a workplace where every worker feels valued and respected. Trust is a living, breathing part of our team’s culture, built through everyday choices. We can’t sit in our silos and expect Trust to come knocking. As my friend John McCormick from M&C would say, “You got to give trust to get trust.” When trust is strong, everything else—productivity, engagement, and innovation naturally follows. We have an excellent base to build upon. In a world where change is constant, our ability to build trust among our D&Z team gives us a timeless competitive advantage.