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For those who haven’t seen it, the 2026 Edelman Trust Barometer reveals that 70% of people are unwilling or hesitant to trust someone who has different values, facts, problem-solving approaches, or cultural background. Creating trust is tough. Restoring trust when it’s been broken is even harder. But trust may be improved. Whether you’re a person or a company, listed here are just a few things you may do.
- Have an ethical compass. I realize that ethics might need a level of subjectivity. What I consider is unethical, another person might feel is positive. The excellent news is that almost all organizations and skilled associations have ethical standards that we are able to turn to for guidance. Ethics help us define appropriate behavior. Inappropriate behavior erodes trust. If we would like employees, managers, and organizations to act ethically, then we’d like to know their ethical standard and hold them accountable to it.
- Know when to confront a difficulty and when to let it go. All the pieces isn’t meant to be a battle. Sometimes people say things simply to see in the event that they can “push just a few buttons”. Knowing when to disregard someone’s antics is vital. Equally vital is knowing when to rise up for something. Simply because someone is a client, customer, manager, or co-worker doesn’t mean they shouldn’t be held accountable for his or her actions. People wouldn’t have to be shamed publicly but they do have to account.
- Respect people even once you disagree with them. I consider it’s possible to carry someone accountable and still be respectful. Accountability shouldn’t be a type of punishment. At the very least, it doesn’t should be. After we disagree, we are able to still express our differences in a respectful way. If we discover ourselves always disagreeing, then we’d have to make another decisions. But even then, we are able to treat one another in a respectful fashion.
- Keep confidential things confidential. And when you may’t, tell the opposite person prematurely. People need to know that once they say, “Let’s keep this between us.” that the opposite person will respect their wishes. Now I’ll admit, this may be especially difficult in human resources. If someone says something like “I’m being harassed.”, HR cannot keep it secret. But they’ll tell the person why they’ll’t maintain confidentiality. Constructing trust is about being honest.
- When your views change, let others know. I’m not saying that folks aren’t entitled to vary their mind. In case your position on something changes or evolves, let those that have to know…know. Let’s say you’re a manager. What’s confusing to employees is when the manager has one opinion on Tuesday and a special one on Wednesday, with absolutely no conversation in between. They don’t know what the manager stands for. More importantly, they don’t know when the manager goes to support them.
- Be organized and follow through. If I had a dollar for each time someone said, “I’m going to send you…” or “I’m going to do that…” – but they don’t – then I’d be wealthy by now. I’m sure you realize individuals who do the identical thing. Constructing trust is about doing what you say you’re going to do. For those who say that you simply’re going to send something…send it. For those who promise an worker something, do it. They expect you to maintain your word.
While I hope this list is straightforward to read, it’s not a simple to do list. I don’t know that any of us will find a way to easily check these actions off like a grocery list. It should take time and regular reminders. Nevertheless it’s definitely worth the effort because our trustworthiness is just too vital.
Image captured by Sharlyn Lauby while exploring the streets of Orlando, FL
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