Trust in post-regime change business environments

The foundation of any successful change initiative? Credibility. It’s not just about what you say - it’s about how you show up, over and over again. Trust is built (or broken) in the way leaders communicate, respond to concerns, and follow through on their commitments. In one organisation I worked with, a major restructuring was met with deep scepticism. The reason? Employees had heard “we’re listening” before - only to see little change. We had to take a different approach: ✅ Radical Transparency: Leaders shared the tough realities, not just the polished headlines.  ✅ Active Listening: Employees weren’t just asked for feedback; leadership publicly addressed what they heard and what they were changing.  ✅ Visible Follow-Through: Updates didn’t just come from corporate—managers were equipped to reinforce messages at a local level. Within six months, trust scores improved dramatically, and engagement in change efforts increased. But here’s what made the difference: consistency. Trust isn’t built through a single announcement or a well-crafted message—it’s created through actions, reinforced day after day. A few years later, I worked with another organisation facing similar challenges. This time, leaders proactively embedded trust-building into their communication strategy from the start. They committed to: 🫱🏿🫲🏽 Making difficult conversations a priority, ensuring leaders didn’t shy away from tough discussions. 🫱🏿🫲🏽 Investing in manager training, so that trust-building extended beyond top leadership. 🫱🏿🫲🏽 Creating a two-way communication culture, where employee feedback wasn’t just collected - it was acted upon. This resulted in a transformation in how employees perceived leadership. When trust is treated as a core pillar of change, engagement follows. But here’s the thing: trust doesn’t just impact engagement - it directly affects business outcomes. Organisations with high-trust cultures see better collaboration, reduced resistance to change, and stronger overall performance. Employees who trust their leaders are more likely to align with strategic goals, take ownership of initiatives, and contribute their best work. Building credibility isn’t just about communications—it’s about leadership behaviour. If messages aren’t backed by consistent action, employees will see right through them. So, the real question is: how do you ensure your change communications build credibility rather than erode it? 💡Tip: Trust isn’t built in a single announcement. It’s earned through actions, consistency, and a willingness to listen. What’s helped you build credibility in your change communications? #Leadership #ChangeManagement #EmployeeEngagement #Communication #InternalCommunication

Building Trust Through Transparency: A Path Forward for Syria Transparency is the cornerstone of trust—between governments and citizens, and between nations and investors. The Transparency Index measures openness, accountability, and integrity in governance, serving as a critical indicator for economic growth and social stability. For Syria, improving transparency across all sectors is not just a step toward recovery but a necessity for sustainable development. Why Transparency Matters for Syria 1. Restoring Public Trust– Citizens need confidence in government institutions. Transparent policies, open data, and clear communication can bridge the gap between the state and its people. 2. Attracting Investment – Investors seek stable, predictable environments. A strong transparency framework reduces risks and encourages foreign and domestic capital inflow. 3. Fighting Corruption – Clear regulations, independent audits, and digital governance tools can minimize corruption, ensuring resources serve public needs. How Syria Can Build Transparency Across Sectors ✔ Government & Public Services– Implement open-data platforms for budgets, procurement, and public spending. Publish progress reports on infrastructure and social programs. ✔ Business & Investment– Enforce fair business laws, streamline bureaucracy, and ensure contract visibility to build investor confidence. ✔ Judiciary & Law– Strengthen judicial independence and public access to legal proceedings to ensure justice and accountability. ✔ Media & Civil Society – Protect press freedom and support watchdog organizations to foster informed public discourse. Call for Collaborative Reform Rebuilding Syria’s economy and institutions requires a commitment to transparency at every level. By adopting international best practices, leveraging technology, and engaging civil society, Syria can lay the foundation for trust—both at home and abroad. What steps do you think are most critical for enhancing transparency in post-conflict economies? #Transparency #GoodGovernance #Syria #EconomicRecovery #InvestInSyria #TrustBuilding #OpenGovernment

✨ Happy Wednesday! #PeoplePulseWisdom – your weekly reflection on smarter ways to lead through change in people-first businesses. 🧠 Lesson #9: Rebuilding Trust After Organizational Change Over the past years, I’ve worked with many clients who were forced to make tough calls: letting go of valued employees due to economic pressures. Most did so with great care, aiming to support those departing with dignity and clarity. But here's what often gets overlooked: The deeper challenge is not just managing exits, it’s rebuilding trust among those who stay. After (mass) layoffs, remaining employees ask themselves: “Am I next?” “Can I trust this leadership?” “Do I still matter here?” And rightly so. Trust is the foundation of any thriving workplace and once shaken, it can’t be patched with a statement or a town hall. It must be rebuilt intentionally, over time. ✅ Damage control is not enough. What’s needed is cultural repair. Leaders must restore psychological safety, belonging, and belief in the future. Here’s what that looks like: •⁠ ⁠Transparent communication: balancing context with empathy •⁠ ⁠Visible, empathetic leadership: not just presence, but presence with care •⁠ ⁠Reconnection to purpose and values: with real action, not slogans •⁠ ⁠Investment in those who remain: through development, opportunity and listening •⁠ ⁠Prioritizing well-being: because burnout after layoffs is real •⁠ ⁠Strong, two-way communication: not top-down 💡 How to begin rebuilding: Name the impact and don't minimize it. Let people process and be heard. Reconnect them to a shared mission. Empower your people team to be a bridge between employees and leadership. Re-earn trust through consistent behaviour. 👋 I’m Rani , co-founder of People Pulse. With Anne-Lena, we help high-growth teams lead through change with empathy and clarity. If your team is rebuilding, not just headcount, but trust - let’s talk. #TrustInLeadership #OrganizationalChange #PeopleFirst #HRaaS #LeadershipDevelopment #FutureOfWork #PostLayoffLeadership

𝗥𝗲𝗯𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗧𝗿𝘂𝘀𝘁 𝗔𝗳𝘁𝗲𝗿 𝗢𝗿𝗴𝗮𝗻𝗶𝘀𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝗖𝗵𝗮𝗻𝗴𝗲 Change is part of every organisation’s journey. Whether it’s a restructure, leadership transition, merger, or downsizing. But here’s what’s often missed:  • The real challenge isn’t rolling out a new structure or system.  • The real challenge is restoring the trust that gets disrupted in the process. When employees feel excluded from conversations, unsure of their future, or disconnected from leadership, the emotional impact can linger long after the official change. Engagement dips. Productivity stalls. Good talent quietly walks out. In my view, rebuilding trust after change calls for three intentional actions:  𝟭. 𝗕𝗲 𝗼𝗽𝗲𝗻, 𝗲𝘃𝗲𝗻 𝘄𝗵𝗲𝗻 𝘁𝗵𝗲 𝗻𝗲𝘄𝘀 𝗶𝘀 𝘁𝗼𝘂𝗴𝗵 People value honesty more than polished answers. Saying “we don’t know everything yet” builds confidence more than silence or half-truths.  𝟯. 𝗦𝗵𝗼𝘄 𝘂𝗽 𝗮𝘀 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 Trust doesn’t grow through announcements or long emails. It grows when leaders are visible, approachable, and willing to listen.  𝟱. 𝗗𝗼 𝘄𝗵𝗮𝘁 𝘆𝗼𝘂 𝘀𝗮𝘆 After major change, employees are watching. Promises on support, resources, or timelines must be backed by action. Consistency is the foundation of credibility. Trust that has been shaken won’t be rebuilt overnight. It takes steady actions, clear communication, and leadership that models reliability every day.