A corporation with over 5,000 employees found itself in a downward spiral of decreasing productivity and morale. Despite having an ambitious growth strategy, the company’s leadership team failed to create a supportive and safe environment for their employees. As a result, employee trust in leadership diminished significantly. Rebuilding trust in leadership became a critical issue that needed immediate attention to restore the company’s performance.
Employee Concerns and Declining Morale
Employees expressed concerns about the constant shifting of roles, which prevented them from gaining proficiency. One employee shared, “I felt like I was constantly starting over, never able to feel confident in my work.” This turnover in positions reduced team cohesion and increased frustration (Lencioni, 2002). Moreover, the lack of consistency in roles and responsibilities contributed to feelings of instability among the workforce.
The issues did not end with role changes. At the core of the dysfunction was a breakdown of trust between leadership and employees. Trust is the foundation of any thriving workplace. When it is undermined, even the best strategies will fail. As Forbes (2020) notes, when trust is eroded by micromanagement, employees begin to feel disempowered and disengaged. Consequently, a lack of trust leads to disengagement, which further affects productivity.
The Impact of Micromanagement and Lack of Trust in Leadership
By micromanaging daily operations and constantly shifting roles, leadership unknowingly (or knowingly) sent a message that employees were not trusted to perform their jobs effectively. As the Driving Engagement (2022) article suggests, when employees are placed in positions they are not suited for, it is like using an airflow sensor as a fuel sensor (p. 43). Clearly, such mismatched roles hinder company performance.
This micromanagement eroded employees’ autonomy and made them feel undervalued. Research consistently shows that when leaders fail to trust their employees, it leads to a toxic workplace culture. Employees become disengaged, productivity drops, and turnover increases. In fact, Lencioni (2002) argues that trust is essential for a successful team. Without trust, teams face dysfunction, lack of accountability, and poor communication. Additionally, Pink (2011) highlights that micromanagement decreases intrinsic motivation, resulting in reduced productivity. Therefore, leadership must address these issues if they wish to rebuild trust and improve team morale.
Rebuilding Trust in Leadership: The Three Pillars of Credibility, Connection and Consistency
To address the underlying problems, leadership must take responsibility for their past mistakes and commit to change. Acknowledging the damage done is the first step in rebuilding trust. According to How to Build or Repair Trust in Your Team: The Trust Formula (Forbes, 2020), rebuilding trust involves focusing on three key pillars: credibility, connection, and consistency.
1. Credibility: Show Transparency and Responsibility in Leadership
First and foremost, credibility starts with honesty and transparency. The leadership team’s failure to recognize their role in eroding trust has only worsened the problem. To begin rebuilding trust, leaders must be transparent and take responsibility for their past actions. Open communication is essential. Therefore, leadership should engage with employees through town halls or team meetings, addressing concerns and setting clear expectations for moving forward.
2. Connection: Build Personal Relationships to Rebuild Trust in Leadership
Furthermore, employees no longer feel recognized for their individual strengths. Leadership must take active steps to acknowledge and appreciate these unique qualities. One way to build this connection is through mentorship programs, where experienced employees actively guide newer team members. By empowering employees in this way, leaders can foster a sense of value and connection within the team, thus improving trust.
3. Consistency: Reinforce Change Through Action to Rebuild Trust in Leadership
For trust to be rebuilt, leadership must act consistently. Employees need to see that leadership’s actions align with their words. As Forbes (2020) emphasizes, trust grows through consistent action, not through For trust to be rebuilt, leadership must act consistently. Employees need to see that leadership’s actions align with their words. As Forbes (2020) emphasizes, trust grows through consistent action, not through slogans or superficial changes. Leadership’s past attempts to improve morale with motivational slogans failed because these efforts lacked follow-through. Consequently, leaders must demonstrate through their behavior that they are committed to real change.
To restore consistency, leadership should:
- Empower managers to make decisions at the department level.
- Introduce regular training sessions to ensure employees feel equipped to handle their roles.
- Conduct fair performance reviews that focus on skill development and career growth.
By aligning action with communication, leadership can begin to restore consistency, which is key to rebuilding trust.
A Holistic Approach to Rebuilding Trust in Leadership
Rebuilding trust in leadership requires a holistic approach. It’s not just about fixing individual problems—it’s about fostering a culture where organization and communication become pillars of a healthy company. Moreover, leadership must prioritize creating an environment that is both emotionally and financially rewarding.
Managers must take on a proactive role as intermediaries between C-level leaders and employees. By empowering managers to make decisions and act on behalf of their teams, leadership ensures systems are in place that allow employees to feel supported. Additionally, managers can help employees develop clear career paths and provide the tools they need to succeed.
Leadership must also prioritize the resources, training, and emotional support necessary to help employees thrive. This ensures that employees can focus on being creative and productive without fear of micromanagement or instability.
Conclusion: Rebuilding Trust in Leadership for Long-Term Success
Ultimately, the goal for any organization is to create an environment where employees feel trusted, empowered, and appreciated. By applying the Trust Formula—focusing on credibility, connection, and consistency—leadership can rebuild trust with employees. This will lead to better communication, stronger teamwork, and increased productivity, ultimately fostering a culture of long-term success and profitability.
Leadership must remember that trust isn’t given automatically; it’s earned and maintained through consistent, thoughtful actions. Leaders should work daily to show employees that their trust is valued and continuously reinforced by their behavior. Rebuilding trust is not an overnight process, but with the right approach, it can transform the organization into a high-performing, cohesive team.
Conclusion: Rebuilding Trust in Leadership for Long-Term Success
Ultimately, the goal for any organization is to create an environment where employees feel trusted, empowered, and appreciated. By applying the Trust Formula—focusing on credibility, connection, and consistency—leadership can rebuild trust with employees. This will lead to better communication, stronger teamwork, and increased productivity, ultimately fostering a culture of long-term success and profitability.
Leadership must remember that trust isn’t given automatically; it’s earned and maintained through consistent, thoughtful actions. Leaders should work daily to show employees that their trust is valued and continuously reinforced by their behavior. Rebuilding trust is not an overnight process, but with the right approach, it can transform the organization into a high-performing, cohesive team.
Supporting Reseach
- Baril, M. B. (2020, September 28). How to build or repair trust in your team: The trust formula. Forbes. https://www.forbes.com/councils/forbescoachescouncil/2020/09/28/how-to-build-or-repair-trust-in-your-team-the-trust-formula/
- Lencioni, P. (2013). The five dysfunctions of a team: A leadership fable. Jossey-Bass.
- Liechty, E., & Williams, M. (2022). Driving engagement. Williams & Co. Publishing.
- Pink, D. H. (2011). Drive: The surprising truth about what motivates us. Riverhead Books.
Image Credits
- Liechty, S. (2025). Infographic on Company Communication Flow. [Infographic]. Created using Playground AI.
- Liechty, S. (2025). Infographic on Three Pillars of Trust. [Infographic]. Created using Canva.
