6 Practical Ways to Build Trust and Psychological Safety at Work

Here’s a truth we don’t talk about enough: if there’s no trust, there’s no real team.

Without trust, people play it safe. They keep ideas to themselves. They avoid conflict. They show up — but not fully. And that means your culture, creativity, and collaboration all take a hit.

But when trust is strong - it changes everything.

Author and professor Paul Zak found that people at high-trust companies report:

• 74% less work-related stress
• 50% higher productivity
• 13% fewer sick days
• 76% more engagement
• 40% less burnout

That’s not just a “nice to have” — that’s your competitive edge.

What Trust Really Means at Work

Trust isn’t just about liking your coworkers or believing your boss is a good person. At work, trust is about consistency and care — the belief that others will do what they say and that you matter beyond your output.

It’s about saying: “I’ve got your back.”

And showing: “You can count on me.”

It creates the safety people need to take risks, speak up, and be themselves. Which brings us to…

Psychological Safety: The Trust Multiplier

Dr. Amy Edmondson defines psychological safety as “the belief that you won’t be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes.”

At WorkWell, we see psychological safety as the foundation for real team performance. It's typically measured on four dimensions:

1. Attitude towards risk and failure - the degree to which it is permissible to make mistakes
2. Open conversation - the degree to which difficult and sensitive topics can be discussed openly
3. Willingness to help - the degree to which people are willing to help each other
4. Inclusivity and diversity - the degree to which you can be yourself, and are welcomed for this.

When these four things are present, trust becomes culture — not coincidence.

6 Things You Can Do To (Re)Build Trust

There's no quick fix for trust - we've all heard the mantra that it is lost quickly, but built slowly and it takes even long to rebuild. quickly. But... it is possible. Whether you're starting fresh or trying to win trust back, here are some places to start:

1. Tell the truth, always. Be open and transparent - even when it's hard. Especially when it's hard.
2. Model the Way. Align your words with your actions. Say what you'll do - then do it.
3. Own your mistakes. Vulnerability builds trust. Admit to your mistakes, own them, apologize, and move forward with intention.
4. Be a vault. Confidentiality matters. If someone opens up to you, protect that.
5. Lead with empathy. See people as people, not just roles. Ask how they're doing - and mean it.
6. Model emotional maturity. Handle tough conversations head-on without blame or gossip. Create a space where truth is safe.

The Bottom Line

You can’t innovate, collaborate, or thrive without trust. And you can’t build trust without psychological safety.

The good news? You don’t need a big budget or a massive change initiative to start. You just need to lead with care, consistency, and courage.

So here’s the question:

What’s one thing you can do today to build — or rebuild — trust with your team?

And remember: we all mess up sometimes, and a little forgiveness goes a long way. 

Do you need support building a high-trust culture? Try our Employee Insights Trust Add-On to dive deep on trust in your team or try our leader coaching to help you take action.