Be Trustworthy!

Cathie Leimbach • June 6, 2022

Trust is essential for success in any and all aspects of our lives. When we don’t trust others, we don’t want to spend time with them or collaborate with them. Likewise, when we aren’t trustworthy, others don’t want to work or play with us. The degree to which leaders are trusted by the people around them determines whether they are likely to be leading an enthusiastic results-oriented team or surrounded by lethargic and disgruntled low performers.  


Trust is so important that it is the focus of David Horsager’s company, Trust Edge. Trust can be defined as a “firm belief in the reliability, truth, ability, or strength of someone or something”. Do your boss, peers, employees, customers, and suppliers all believe that you are reliable, honest, and skilled? If not, then they don’t see you as trustworthy. Their lack of trust in you is impacting the organization’s performance.


Increasing trust creates transformation. When leaders learn to balance transparency, consistent communication, and healthy, results-based accountability, their colleagues perceive them as more trustworthy. This is true for in-person, virtual, and hybrid work situations. A lack of trust breeds a lack of uncertainty which increases fear. This sparks our natural fight or flight instinct which reduces productivity and increases dissatisfaction, decreasing morale, performance, and retention.


Unfortunately, lack of trust is very common. 10% of people say they have never had a leader or employer they could fully trust. On average, employees indicate that they have mostly or completely trusted their leaders for only 45% of their work life. In early 2022, only 13% of the workforce reported completely trusting their current employer.


Since everything takes longer and costs more when trust is low, the lack of trust can be an organization’s biggest expense. 94% of Americans say that lack of trust affects their performance. Collaboration and strong connections among workplace colleagues create the foundation for business success. Yet, the majority of senior leaders spend more time on finances, technology, strategy, and production than they do on people and culture.


How much attention are you giving to connecting and collaborating with your people? What about engaging and empowering them by helping them know what is expected of them and ensuring they feel valued? Are you one of the 13% of leaders who are seen as trustworthy or one of the 87% who are contributing to suboptimal results by not paying enough attention to organizational culture and valuing your people? If you’re in the majority, when are you going to take your first step towards being more trustworthy and what will that first step be?  

Leaders Who Help People Thrive

By Cathie Leimbach • July 28, 2026
From uncertainty to confident, supportive leadership conversations

The Workplace Has Changed. Has Your Leadership?

By Cathie Leimbach • July 21, 2026
There was a time when many employees expected to spend most of their careers with one organization. Job security, pensions, and long-term loyalty often kept people in the same company for decades. Today's workforce thinks differently. Millennials and Gen Z expect to build careers—not necessarily with one employer. If they don't see opportunities to learn, grow, contribute, and advance, they'll find them somewhere else. Research consistently shows that younger employees are looking for more than a paycheck. They want managers they trust, meaningful work, opportunities to develop, flexibility when possible, and a workplace where they feel respected, supported, and heard. Gallup reports that 87% of Millennials say professional development is important to their job satisfaction. Combined with growing expectations for work-life balance and a positive workplace culture, it's no surprise that organizations relying primarily on compensation to retain employees continue to struggle with turnover. The encouraging news is that leaders influence most of what keeps people engaged.  Managers who hold meaningful conversations, clarify expectations, recognize contributions, coach for growth, and genuinely care about their employees create workplaces where people want to stay. They build trust, strengthen engagement, and help employees grow, succeed, and see a future with the organization. Today's retention isn't driven by job security or loyalty alone. It's driven by a workplace experience where employees are growing, supported by leaders they trust, and confident their contributions matter. Download our Retention Conversation Guide to discover practical ways to strengthen trust, engagement, and retention—one leadership conversation at a time. Conversation is where leadership happens.