Increase Engagement through Trust: 3 Leadership Tips

Why Increase Engagement Through Trust?
Employee engagement reflects the depth of employees’ mental and emotional commitment to their work and organization. The stronger this connection, the more likely employees are to stay — and to perform at their best. Organization culture assessment research shows that engaged employees who trust their managers and have a clear understanding of how their work contributes to organizational goals are over 40% more productive than their disengaged peers. In other words, fostering trust is a strategic driver of:

• Employee retention
• Performance
• Long-term organizational success

Where Trust Fits In
Trust is the bedrock of all effective relationships and the catalyst for organizational health and peak performance. Without it, teams falter — communication breaks down, collaboration stalls, and productivity suffers. Low trust acts like a silent toxin, eroding both individual and collective potential.

When trust is high, employees feel safe to speak openly, share ideas, and take calculated risks that drive learning and growth. They collaborate freely, break down silos, and align their efforts toward shared goals. Without trust, employees tend to isolate themselves, duplicate work, and operate at cross purposes, draining efficiency and morale.

What the Research Says about Trust
A high trust work culture is simply good for people and good for business.  When compared to lower trust companies, the Center for Neuroeconomics Studies found that employees in high-trust companies are:

• 50% more productive
• 106% more energetic
• 40% more likely to stay longer
• 76% more engaged, and
• 74% less stressed

One Leader’s Take on How to Build Trust
Jeff Bezos described what he did to build trust at Amazon:

• Do “The Hard Things Well”
  He maintains that it’s important not to shy away from difficult challenges and when you do take them on, do them well.
• Do “What You Said You Were Going To Do”
  You build trust when you deliver on your commitments consistently.  At a minimum, you should inform stakeholders the second you think you may need to reset expectations.  This includes following through on employee engagement survey results.
• Be Ready To “Say, No”
  Bezos maintains that building trust does not require that you always be agreeable. On the contrary, as long as you are clear, employees will respect your position even though it is not the same as theirs.  Often, leaders must say No!

The Bottom Line
If you are looking to improve employee engagement, first closely evaluate the level of trust throughout the organization. You need a solid foundation of trust in your leaders, in your managers, and among team members. Only then can you begin to increase engagement and aspire to a build a high performance culture.

To learn more about how to increase engagement through trust, download 29 Ways to Build and Maintain Trust as a Leader