You know how good it feels when someone trusts you. When your leader gives you room to breathe. When you don’t feel watched, but instead appreciated. That kind of trust doesn’t just make people happy. It changes everything in a business.
I’ve seen it again and again: when leaders lead with trust, their teams stay, they feel fulfilled, and they go the extra mile. Here’s what the research says and how you can make trust part of how you lead.
What the research tells us
- In organisations with high trust, employees experience 74% less stress and 76% higher engagement.
- They also take 13% fewer sick days than those in lower-trust workplaces.
- People who distrust their leaders are nine times more likely to seriously consider leaving. They are 15 times more likely to report unreasonable work stress, and seven times more likely to feel physically or mentally unwell.
- One study of employees grouped by how much they trust their organisation found that those in the highest “trust quintile” plan to stay with their employer at much higher rates. In the lowest trust group, many were looking to leave.
- And the difference in job tenure is big. People in high-trust organisations tend to stay longer, materially longer than in low-trust settings.
Why does trust make such a difference
Here are some of the ways trust shows up day to day, and why it matters:
Psychological safety and fulfilment
Trust gives people a safe space to make mistakes, speak up, and try new ideas. When they know you believe in them, they feel more fulfilled in their role, more aligned with purpose, more real at work. They are not just showing up for a job, they are invested in something.
Lower turnover, lower costs
High turnover isn’t just rough on morale. It costs. Recruiting, training, and lost momentum all add up. Trust reduces turnover significantly. When people feel trusted, they stick around.
Better wellbeing, less burnout
Stress drops, health improves, and life satisfaction goes up. Being in a high-trust environment correlates with less chronic stress. That means fewer sick days, less presenteeism, and more energy.
Greater engagement and productivity
If people trust their leaders and feel trusted themselves, they are more engaged. They show initiative. They are more creative. They work harder, not because of fear or pressure, but because they believe in what they are doing. Productivity goes up. Goals get met more often.
What leading with trust looks like
It is one thing to say trust is important. It is another to build it. Here are practical ways to lead with trust:
- Be consistent and transparent: Say what you are going to do, and do what you say. Share both the good and the not-so-good. When people see consistency, they believe in your word.
- Show vulnerability and empathy: Admit when you don’t have all the answers. Listen with real care. Treat people like humans, not just roles. Let them see your human side.
- Empower autonomy: Give people authority over their work. Let them make decisions and try things their way when possible. Micromanagement kills trust. Trust builds ownership.
- Recognise effort and contribution, not just outcomes: It is not always about hitting the target. It is about how people got there. Praise effort, creativity, teamwork, and perseverance.
- Embed trust in culture, not just in moments: Trust has to be part of the day to day. In meetings. In feedback. In how you hire, how you promote, and how you respond to mistakes. It is in those small things that trust lives or dies.
How trust brings out the best in people
When you lead with trust, people feel safe being themselves at work. That sense of authenticity feeds fulfilment because they are not carrying the extra burden of hiding, covering, or trying to be perfect. Purpose also emerges more naturally. When employees believe leadership has their back, they see how their work connects to the bigger picture, which boosts motivation. Innovation thrives too, because people are not scared of failing or speaking up. Ideas flow, processes improve, and problems get solved earlier. And with that comes loyalty. People stay longer, they become advocates for your business, and they invest more of themselves.
If you are reading this, you probably already believe in doing things the right way. But leading with trust means committing to it. It means asking yourself:
- Am I doing enough to show people I trust them?
- Do my actions match my values?
- Am I making space for people to bring their full selves to work?
- Am I rewarding the how, not just the what?
Because when you lead with trust, you build more than just a team. You build a culture where people stay, feel fulfilled, and want to work hard. Not because they have to, but because they want to.