HRDQ has been a leading resource for the training community for over forty years. Facilitators, coaches, consultants, organization development professionals, managers, supervisors and leaders; really anyone who shares our passion for soft-skills training and performance improvement can benefit from our products and services.

Ten Ways to Build Trust with ‘Trust: The Ultimate Test’

Posted by HRDQ on 06/25/2018 to Interpersonal Skills

How to build trust with employees in the workplace in 2018

Trust is an important element of every relationship – both personal and professional. If there isn’t a fundamental basis of trust in a work environment, everyone can fail. Managers need to trust their employees to do the job they were hired to do, and employees need to trust that their managers will lead them to success. But when trust is lacking, how can it be improved?

There are a few ways to gain trust in the workplace. Try to build on trust as you continue to develop your team. Here are some ways to increase trust:

  1. Act with integrity. Make sure that what you say and do is in line with what you really believe – this is the essence of integrity. A reputation for integrity is what helps others to trust you.
  2. Judge substance, not image. Others generally realize when they have been evaluated on looks alone and they often reciprocate with suspicion rather than trust. Substance is key in work relationships.
  3. Offer status reports and forecasts. Keeping others informed of your actions and future plans helps them feel more comfortable, which makes them less likely to not trust you.
  4. Confront tough issues. When people avoid difficulties, others see them as being less than honest. Sweeping unpleasantness under the rug can make others wonder what you’re hiding.
  5. Make sure to listen. People find it hard to trust others who don’t listen to them. It’s hard for you to act in their best interests if you aren’t aware of what those interests are.
  6. Display your talents. If you want to earn others’ trust, you need to provide frequent, consistent demonstrations of what you are capable of. Show your talents so others respect your abilities.
  7. Be respectful. Trust and openness go hand-in-hand, but to be open, people need to feel safe expressing their true ideas, opinions, and beliefs.
  8. Make realistic commitments and keep them. Over-promising and under-delivering will erode others’ trust in you. Your current actions are the basis for others’ predictions about your future behavior.
  9. Set high expectations. By establishing high expectations, you are implicitly saying you believe the person can and will deliver. Keep people on your team who will work to meet your expectation.
  10. Rigorously evaluate employees. When you are clear about someone’s strengths and weaknesses, you can feel safe giving them freedom in those areas in which they excel. Evaluate your employees thoroughly to assess what they are capable of.

There is a helpful tool that allows managers and employees to develop trust skills. ‘Trust: The Ultimate Test, Second Edition’ helps facilitators explore the sensitive issue of trust without creating defensiveness. This 24-item assessment gives insight on the dimensions of trust-related behaviors and allows participants to find a deeper understanding of trust which they can apply to their individual, team and organizational relationships.

‘Trust’ is helpful in a situation where one or more low-trust relationships are hurting an entire team's productivity; where a leader wants to provide intensive, one-on-one coaching for managers; where two peers need to address the issue of trust in their relationship; and where leaders want to assess an employee’s readiness for alternative work arrangements that require a high level of trust.

‘Trust: The Ultimate Test’ is based on the elements of trust described by Mayer. The assessment reviews research on trust and how the evidence of trust in people’s behavior can be distilled into four distinct areas. These four areas are the four “dimensions” measured by the trust self-assessment:

  • Evidence of Lack of Monitoring
  • Evidence of Benevolence
  • Evidence of Openness
  • Evidence of Risk Taking

‘Trust’ will allow participants to identify one's individual tendency to trust; to understand the factors that affect the decision to trust; to discover four groups of behavior that indicate trust; and to learn how to improve one’s trust level. It will help improve the relationships of everyone in the workplace in an efficient manner. Learn more about improving trust here: