How to create trust in the workplace when resources shrink

Trust is built in drops and lost in buckets, and we’re running out of buckets. If you're leading teams through #AI adoption, navigating #hybrid work, or just steering through the tempest that is 2025, there's a crucial factor that could make or break your success: #trust. And right now, it's in free fall. Edelman's Trust Barometer showed an "unprecedented decline in employer trust" -- the first time in their 25 years tracking that trust in business fell. It's no surprise: midnight #layoff emails, "do more with less," #RTO mandates, and fears of #GenAI displacement given CEO focus on efficiency are all factors. The loss of #trust will impact performance. The Institute for Corporate Productivity (i4cp) research shows high performing organizations have 10-11X higher trust between employees and leaders. Trust impacts #engagement, #innovation and #technology adoption, especially AI. My latest newsletter gets beyond the research and into what leaders can do today to start rebuilding trust You can't command-and-control your way through a complete overhaul of how we work... Trust is a two-way street. Leaders need to go first, but we also have to rebuild the gives-and-takes of employer/employee relationships. Three starting points: 1️⃣ Clear Goals, Real Accountability. Stop monitoring attendance and start measuring outcomes. Give teams clear goals and autonomy in how they achieve them. 2️⃣ Transparency with Guardrails. Break down information silos. Share context behind decisions openly - even difficult ones. Establish guardrails for meaningful conversations internally (instead of rock-throwing externally). 3️⃣ Show Vulnerability. Saying "I don't know" isn't weakness–it's an invitation for others to contribute. The word “vulnerability” seems anathema to too many public figures at the moment, who instead are ready to lock themselves in the Octagon with their opponents. But what’s tougher for them: taking a swing at someone, or admitting to their own limitations? This isn't just about CEOs. Great leaders show up at all levels of the org chart, creating "trust bubbles:" pockets of high performance inside even the most challenging environments. If you're one of those folks, thank you for what you do! 👉 Link to the newsletter in comments; please read (it's free) and let me know what you think! #FutureOfWork #Leadership #Management #Culture

I’ve spent the past few days on calls and emails, helping leaders, HR professionals, and DEI practitioners figure out how to meet this moment without burning out.  It’s not uncharted territory—we’ve weathered years of upheaval, learning to adapt, keep things moving, and care for our teams. But it’s still hard, and it helps to remember that you don’t have to do it alone. Navigating this moment can feel like walking a tightrope. The issues demanding our attention seem endless. On the one hand, we’re expected to stay neutral, steering clear of politics at work, and on the other, staying silent when team members feel the real impacts of decisions can feel like letting them down. In moments like these, lean on the beautiful basics: ✅ Be a steady presence. You don’t need to have all the answers—no one does right now. What matters most is showing up for your team with care and consistency. Build trust and show them you’ll figure out whatever comes next together. ✅ Lean into your workplace rhythms. Every team member should know that a safe work environment is a priority—a place where they can turn, be heard, and find support—while respecting that some may choose to opt-out. If statements are your thing, go for it. It doesn’t have to be a big production. Use meetings, check-ins, or 1:1s as intentional moments to listen and connect. A simple "How can I support you?" or a thoughtful note can go a long way. ✅ Be clear about safety and well-being. Let your team know it’s OK (and encouraged) to step away, recharge, and care for themselves or their families. Be equally clear that harm to co-workers won’t be tolerated. Revisit your shared values and code of conduct (or create one if missing). If formal benefits aren’t available, small gestures—like gift cards, mindfulness breaks, or a fun playlist—can boost energy and lift spirits for those feeling worried, disengaged or burned out. ✅ Don’t forget about you. “You can’t pour from an empty cup” is a saying for a reason. Set boundaries, ask for support, and prioritize your well-being. You’re modeling what care and balance look like for your team. If your organization’s values and principles feel unclear, let this be your signal to take stock. Your team is paying attention. Show up with confidence, heart, and a steady presence. You’re not just navigating a moment; you’re shaping the conditions for your team to thrive. That’s powerful, meaningful work—and it starts with you. How are you showing up for your teams right now?

Sadly, there are a lot of people on my timeline who have been laid off in recent months.  Let’s be clear— layoffs impact everyone. Yes, those who lost their jobs deserve dignity and care, and as someone who’s been laid off multiple times in my career, I greatly empathize. But the people still there—they’re processing guilt, fear, and uncertainty all while being asked to carry on. 🚩 Leaders, this is the moment when your team is watching—not just what you say, but how you show up. The aftermath of a reduction in force isn’t just a logistical challenge. It’s a trust test. People are grieving. They’re confused. And they’re wondering if they’re next. Don’t take them for granted. They stayed—but they didn’t stay unchanged. So how should you respond?  Not with spin. With presence. Don’t rush to “get back to normal.” There is no normal after layoffs—there’s only a new reality. And your job is to help your team navigate it with clarity, care, and credibility. Start by acknowledging the loss. Name what happened. Don’t hide behind corporate speak. Then create space for the emotional fallout—not just productivity metrics. Your people need a human response, not just a business case. And above all, be transparent about what’s next. Even if the answers aren’t perfect. Especially when they’re not. Trust isn’t built when things are easy. It’s built in the hard moments—when leadership chooses accountability over silence and empathy over distance. People never forget how you made them feel when things got hard.  Lead accordingly. #DEI #Leadership

Trust dies when leaders stay silent. My client was frustrated by lower performing team members. He wanted to put them all on improvement plans. I challenged him to look in the mirror  before you put them on an improvement plan, Have you consistently communicated with those "low performers." According to the Edelman Trust Barometer,  56% of employees don’t trust their leaders. When leaders don’t proactively build trust, it quietly erodes. Here’s how to prevent that: 1. Give trust first   Don’t wait for people to “earn it.”    Extend trust and unlock higher performance.     2. Develop all three dimensions of trust   – Relational: Show interest in people, not just output   – Integrity: Model values even when it’s hard   – Skill: Recognize and rely on your team’s strengths     3. Build trust proactively   Hold regular one-on-ones.    Create space for conversations that go beyond results.    Make personal connection part of the plan—not an afterthought. Don’t let silence breed distrust.  Say something. Do something. Trust needs tending.