How do you know your coworkers trust you?

If someone doesn’t trust you, they won’t tell you. Trust me. So how can you know if you’ve earned someone’s trust—especially a coworker’s trust? There should be a way to measure trust before you experience the lack of it (which is called insecurity, doubt, betrayal, distrust, and a bunch of other things that no one wants but every organization has). Trust between coworkers is important to the functioning of every team and every company. So how can you know when you have trust—and what you do when you don’t?

PwC’s 2024 Trust Survey finds that 93% of business leaders agree that our ability to build and maintain trust improves financial performance. Harvard Business Review reports that trust affects two measurable business outcomes: speed AND Cost. Operations experts reading this post will immediately see the correlation between trust and profitability—because when business slows and costs rise, the bottom line suffers. Profits suffer. What’s more, high-trust companies (where coworkers can trust each other) are more than 2.5 times more likely to be high-revenue organizations, according to HBR. Fortunately, there’s a simple test you can take to see if your coworkers trust you—and if you can trust them.

Two simple questions: a test of trust

While working with a demanding CEO client, I was explaining that I knew several people whose expertise could be beneficial to his organization. I was almost entering “name-dropping territory” when my client interrupted me.

“Yeah, OK, you know him and you know her,” the CEO said, narrowing his eyes. “But will they help you?”

Knowing someone and helping someone are two different things. Which conveys more trust?

At that moment I realized that this director was offering me some insight into the real value of my relationships. In addition to my coworkers, we have confidential colleagues. And how do you know that they trust you?

They will help you. And they will ask you for help.

As a global executive coach and ghostwriter of eight books since 2021, I have been entrusted to help companies and individuals in many ways. I am grateful for my clients—and for the trust that is the foundation of my business.

So if you want to learn how to access the important interpersonal skill of trust, especially with your coworkers, you need to ask yourself two simple questions:

1. Who is willing to help you?
2. Who do you help and how?

David Horsager, Ph.D., is one of the world’s leading experts on trust. According to a 2023 global study by the Trust Edge Leadership Institute, the number one reason people go to work for a company is “trusted leadership.” In a famous study by Dirks and Ferrin involving more than 27,000 people, researchers found that employees who trust their leader are less likely to leave. How do you rate your own trustworthiness and the trustworthiness of your leadership team? How does your rating compare to employee retention?

Going Beyond Belief to Find Trust

Without trust, collaboration suffers. If you don’t have trust, you will lack the resources necessary to advance your career – and to promote your ideas within the company. Because people won’t help you. You won’t be asked to take on new responsibilities. This means that a lack of trust can hinder your professional development.

Trust is not a matter of faith or belief, it is a matter of demonstrated behavior and often a function of time (how long you have known someone).

Characteristics of Trusted Collaborators and Trusted Leaders

Trusted leaders—and trusted associates—have your back. Untrusted associates will stab you in the back. Trusted leaders give credit. Untrusted leaders take credit. Trusted associates are transparent—you know where you stand and where they stand. Trusted associates are real and consistent—they are not performative and shady, changing their persona to flatter the executive who just walked into the room.

Fortunately, there are several ways to increase trust – or rebuild it once it’s been lost.

1. Declaring Intentions: letting people know your intentions is another way of saying “share your plan.” What are you trying to create for your team and organization? Is it just “me, me, and mine,” or is there a broader purpose that others can see? Former GE CEO Jack Welch says that “trust happens when leaders are transparent, honest, and keep their word.”
2. Keep your commitments: Trust is a promise you keep. Keep your word if you want to build trust. What is the biggest promise you can keep?
3. Start with “why” – but don’t stop there: Consider the classic answer when a child asks, “Why?” It always starts with, “Because…” While it’s not a good idea to treat your teammates like children, note the larger lesson: Sharing your reasoning helps others see your thought process. This understanding gives you insight into trust, because you trust people whose reasoning is sound. The Myers-Briggs company argues that clear reasoning is key to open communication and trust.
4. Close the loop: let people know you are listening, by taking action. Share what you did and why (see point 3 above) – so people know you are listening. Closing the loop is a key element responsibility – something that helps build trust. And when you choose a different direction than what others suggest, it helps if make your own decision. Even if you don’t owe anyone an explanation, respectfully understanding what you did will help everyone work together clearly. Agreement isn’t always possible, but you can always own your decisions. If you want your coworkers to trust you, accountability is key. Do people know you did what you said you would?

Trusted colleagues seek feedback and opportunities. Not because they are desperate careerists, out of place, or needy, but because listening matters. Share your responsibility to close the loop and let people know you mean business. Think about who you help the most and who is willing to help you. Even those who share their stories with you are willing to trust you, on some level. Can you do the same by accessing the human connection that seems to be missing from so many teams today? That connection is the foundation of trust.