Executives and mid-level managers often tell me they struggle with trust. “I can’t trust my team to take ownership.” “I’m afraid to delegate because they won’t do it right.”
But here’s the real question:
Can your team trust you?
Trust isn’t a one-way street. Think about a time when you hesitated to speak up in a meeting or held back on taking initiative because you weren’t sure how it would be received. That hesitation? It comes from a lack of trust. It’s not just about whether you can rely on your employees; it’s about whether they feel safe relying on you. Can they trust you to listen? To give them space to learn? To have their back when they take a risk?
When employees disengage, it’s rarely about laziness or lack of motivation. More often, it’s because they don’t feel safe enough to invest themselves fully. And that safety? It starts with trust.
And this isn’t just theory – I see it play out in real organizations every day.
Let me share a recent coaching experience that illustrates this perfectly:
I was working with an executive who was frustrated with their team’s performance. “They just won’t step up,” they told me. “No one takes initiative in meetings, they shy away from new assignments.” It was the classic “trust issues with my team” complaint I hear so often.
But something shifted when I turned the mirror around. “Give me examples of when you’ve praised risk-taking,” I asked. “How would your team describe your leadership style?”
The aha moments started flooding in. When I began coaching individual team members, a pattern emerged. There were stories of moments where they felt the leader didn’t have their back, times when they were unsure where they stood. Nothing glaring or overt – just subtle dings over time that eroded trust.
Why Employees Check Out (Hint: It’s Not Just About Perks)
You can throw all the perks in the world at your team—free lunches, gym memberships, unlimited PTO—but none of that will make up for a lack of trust.
And the data backs this up. Recent research paints a sobering picture:
According to Gallup’s 2023 report, only 21% of U.S. employees strongly agree that they trust their organization’s leadership.
Even more telling? When employees trust their leaders, turnover can decrease by up to 50%.
This isn’t just about feelings – it’s about your bottom line.
Here’s why employees truly disengage:
They Don’t Feel Safe to Speak Up
When people don’t feel safe to express ideas, admit mistakes, or ask questions, they stop trying. They sit back, nod along, and do the bare minimum to stay under the radar. Psychological safety—the belief that taking risks won’t lead to punishment or humiliation—is the foundation of engagement. Without it, teams crumble.
Micromanagement Kills Ownership
Leaders who struggle with delegation often suffocate their teams with micromanagement. Employees feel like they can’t make a move without approval, so they stop thinking proactively. Instead of taking ownership, they wait for instructions. This isn’t just frustrating—it’s exhausting for everyone involved.
Feedback is Rare (Or Only Negative)
The only thing worse than getting no feedback is only hearing from your boss when you’ve screwed up. When employees don’t receive regular, constructive feedback, they’re left guessing about their performance. Without clarity, engagement plummets.
Decisions Feel Like a Black Box
Ever worked somewhere where leadership made big decisions without explanation? It’s infuriating. Employees don’t need a say in every choice, but they do need context. Without it, they feel like cogs in a machine instead of valued contributors.
Burnout and Overload Are the Norm
Companies love to celebrate the “hustle,” but when employees are constantly overworked with no clear priorities, they disengage to protect themselves. A culture that rewards taking on too much while punishing focus leads to burnout, resentment, and quiet quitting.
How to Rebuild Trust and Engagement
If you want an engaged team, start with trust. Trust is the foundation of every high-performing team—it enables open communication, encourages risk-taking, and fosters accountability. Without it, employees stay guarded, withhold ideas, and disengage. Here’s how:
Create Psychological Safety
- Encourage open dialogue. Make it clear that feedback—both ways—is not just welcomed, but expected.
- Normalize mistakes. When a team member messes up, don’t punish them—help them learn.
- Show vulnerability. Admit when you’re wrong. If you don’t, why should they?
Loosen the Reins
- Stop micromanaging. Instead of dictating every step, set clear outcomes and let your team figure out how to get there.
- Empower decision-making. Give team members control over their own areas of responsibility.
- Trust first. Assume competence instead of making employees “earn” your trust.
Give Regular, Meaningful Feedback
- Make feedback a habit. Don’t wait for annual reviews—give praise and guidance in real time.
- Balance positive and constructive feedback. Employees should never feel like they only hear from you when something’s wrong.
- Ask for feedback yourself. Show you’re open to improving, too.
Explain the ‘Why’ Behind Decisions
- Provide context. Help employees understand not just what’s happening, but why.
- Involve them when possible. Even if they don’t have the final say, give them a voice in the process.
- Be transparent. Share challenges and uncertainties instead of pretending everything is perfect.
Protect Your Team From Overload
- Prioritize deep work. Don’t reward busyness—reward impact.
- Respect work-life balance. Burnout doesn’t equal commitment.
- Set clear expectations. Help employees focus on what truly matters.
The Bottom Line: Trust is Your Leadership Currency
Let’s be real for a moment. If your team seems checked out, it’s time to pause before pointing fingers. Because here’s the truth that might sting a little: The trust deficit in your team might just start with YOU.
Think of trust like your leadership bank account (and this account doesn’t come with overdraft protection 😉).
WITHDRAWALS:
- Micromanage that project your team member is leading
- Hold back information because “they don’t need to know yet”
- Miss an opportunity to publicly celebrate someone taking a risk
DEPOSITS:
- Show up vulnerable in that team meeting
- Take the blame when things go sideways
- Give clear context behind those tough decisions
- Champion your team member’s bold idea
Here’s what I see in my executive coaching practice: Too many leaders are running their teams on empty, then wondering why there’s nothing left in the engagement tank when they need it most. The math ain’t mathing, folks!
The truth is simple: Exceptional teams aren’t built through control – they’re built through TRUST.
Ready to rebuild your leadership trust account? Let’s talk. Through Executive Coaching for you or your team we can:
- Identify your unique trust barriers
- Develop strategies that create true psychological safety
- Transform your leadership style to inspire genuine engagement
- Build sustainable practices that keep your trust account in the black
Book a discovery call with me to start your trust transformation journey, or connect with me on LinkedIn to learn more about building high-trust teams. Because your team deserves a leader they can bank on.
