Why is TRUST important on teams?

Because, according to a PWC research study, “93% of business executives agree that building and maintaining trust improves the bottom line.”

But Trust IS an issue in many organizations – especially hybrid and remote teams.

One example that illustrates this is a cheap but increasingly popular gadget, known as a “mouse-jiggler.” 

As companies adopt workplace monitoring software to measure and enhance productivity, an unintended consequence emerges: employees engage in productivity theater, using tools like “mouse jigglers” to create the illusion of constant activity. 

Thousands of these devices are sold every month – because of the growing issue of organizational trust.

This cycle of monitoring and deception highlights deeper organizational challenges that undermine trust within the workplace.

While such monitoring may be implemented with the intent to boost efficiency, it often has the opposite effect. Rather than fostering collaboration and accountability, it widens the trust gap between employers and their teams… 

This erosion of trust not only impacts morale but also stifles collaboration, innovation, and authentic productivity—key drivers of organizational success. 

To break this cycle, organizations must reassess their approach to productivity by prioritizing a culture of trust, where employees thrive and organizations achieve sustainable success.

When it comes to trust in the workplace, there are two sides to the equation: being trust-willing and being trustworthy. And, while they are related, they serve distinct roles in the dynamic of team relationships. 

Understanding the difference between the two can help you navigate trust-building more effectively as a team member.

Trust-Willing is About the Openness to Trust Others

Being trust-willing means you are open to extending trust to your colleagues. This willingness is an attitude—a choice to give others the benefit of the doubt and assume positive intent. Trust-willing individuals approach relationships with a collaborative mindset, focusing on potential rather than fear of betrayal or disappointment.

For example, when a new teammate joins the organization, a trust-willing person will assume competence and integrity until proven otherwise. They’ll share knowledge, delegate tasks, and allow the new member the opportunity to prove themselves.

However, being trust-willing doesn’t mean being naive or reckless. It involves calculated risks, where you extend trust incrementally based on your observations of others’ actions and reliability.

Trustworthy is About Earning Trust Through Your Actions

On the other hand, being trustworthy is about demonstrating through your behavior that others can safely place their trust in you. Trustworthy individuals act with integrity, keep their commitments, and show concern for others’ well-being. It’s a reputation earned over time, built by consistently delivering on promises and acting in alignment with shared values.

For instance, if you take on a project and complete it on time with quality results, you reinforce your trustworthiness. If you go the extra mile to support a colleague or admit to and correct a mistake, you show accountability—another hallmark of trustworthiness.

What You Can Control as a Team Member

While you can’t force others to trust you, you can influence the level of trust in your workplace by focusing on what you can control: your own trustworthiness and trust-willingness.

Actions to Build Trustworthiness:

1. Be Consistent: Do what you say you’ll do, every time. Whether it’s meeting deadlines, attending meetings, or following through on promises, consistency is key.
2. Communicate Transparently: If challenges arise, proactively share updates. Transparency shows you respect your team and are committed to mutual success.
3. Own Your Mistakes: Everyone makes mistakes. Owning them, apologizing, and working to fix them demonstrates integrity.
4. Be Reliable in Small Things: Trust is built in everyday moments. Even small actions—responding to emails promptly or preparing for a meeting—contribute to your reputation for reliability.

Actions to Foster Trust-Willingness:

1. Assume Positive Intent: Begin interactions with the belief that others are trying their best. Avoid jumping to conclusions or assigning blame without understanding the full context.
2. Offer Trust Incrementally: Start with smaller tasks or responsibilities to test reliability. This creates a foundation for greater trust over time.
3. Acknowledge Vulnerability: Trust requires taking risks. Admitting that you rely on others—and showing gratitude when they come through—fosters mutual trust.
4. Be Forgiving: People will occasionally fall short. If someone breaks your trust but demonstrates a willingness to make amends, give them the chance to rebuild it.

Increasing Team Trust-Willingness and Trustworthiness

A thriving team requires both trust-willing and trustworthy behaviors. While you can’t control how others behave, focusing on your own actions can influence the workplace dynamic. 

When you model trustworthiness and show a willingness to trust, you encourage others to do the same. This creates a culture of mutual respect and collaboration where trust becomes the norm, not the exception.

In the end, trust is both a choice and an achievement—one you can actively shape every day as a team member.

Team-building events and intentional efforts to strengthen trust are powerful tools for fostering a high-performing and cohesive workplace. 

By prioritizing trust, organizations can address many of the challenges that undermine productivity and create an environment where employees feel valued, engaged, and empowered. 

TRUST is a three-legged stool that increase team productivity through…

1. Improved Collaboration

Trust is the foundation of effective teamwork. When team members trust one another, they are more willing to share ideas, ask for help, and provide constructive feedback. T

2. Enhanced Engagement and Morale

Employees who feel trusted are more engaged in their roles. Team-building events that emphasize mutual respect and understanding help individuals feel appreciated and connected to their colleagues, boosting morale and intrinsic motivation.

3. Reduced Workplace Stress

Mistrust breeds anxiety and tension, whereas trust fosters psychological safety. When employees trust their leaders and peers, they feel more secure taking risks, voicing concerns, and contributing authentically.

4. Increased Accountability

In a trust-filled environment, accountability thrives. Team-building exercises that promote shared responsibility and transparency encourage individuals to take ownership of their roles without fear of micromanagement.

5. Higher Retention Rates

A culture of trust strengthens workplace relationships and boosts employee satisfaction, reducing turnover. Employees are more likely to stay with an organization that values their contributions and fosters a supportive community, saving the company costs associated with hiring and training new staff.

Intentional Team-Building Activities challenge individuals to work together, communicate effectively, and build empathy.  By investing in trust-building, organizations create a workplace where employees feel safe, motivated, and genuinely connected. This not only improves productivity but also lays the foundation for sustained growth and success.

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Sean Glaze is a leadership speaker, teambuilding facilitator, and author who delivers engaging experiences that ignite your team’s performance. 

Sean has worked with clients like Cisco, John Deere, the CDC, and Emory University to increase collaboration, boost productivity, and build more positive and profitable workplace cultures.

As a successful basketball coach, Sean gained valuable insights on turning talent into teamwork – and now he travels around the country to share those lessons.  Sean’s conference keynotes and custom team building events deliver laugh-out-loud moments and memorable take-aways that transform your people into winning teammates and more effective leaders. 

Sean’s books, Rapid Teamwork, The 10 Commandments of Winning Teammates, and Staying Coachable are entertaining parables that help accelerate the growth of leaders and their teams!