Healthy Relationships at Work: Building Trust & Communication
- Alice Monk
- Sep 11
- 3 min read
Whether you work outdoors, in an office, on a production line, or behind a checkout, one thing connects us all: the people we work with. Healthy relationships at work are built on trust and communication, and when those are in place, everything runs more smoothly.
Why Trust at Work Matters
Trust is the foundation of a productive, positive workplace. When people trust each other at work, they’re more likely to work better together, share ideas, ask for help, and give honest feedback. Research shows that high-trust workplaces have better employee wellbeing, lower stress levels, and stronger engagement.
Trust also contributes to psychological safety—where people feel able to speak up without fear of embarrassment or punishment. That’s not just important for morale, it’s vital for safety-critical industries, innovation, and learning.
A Quick Scenario: Trust in Action
Imagine you’re in a team meeting, and someone asks if anyone spots any issues with the new project plan. You’ve noticed a small error that could cause delays, but you hesitate for fear of seeming difficult or upsetting people.
Now imagine the same meeting, but in a team where trust is strong. You know your input will be welcomed, even if it challenges the status quo. You speak up, the issue is corrected early, the project stays on track, and you’re thanked genuinely for your input.
That’s psychological safety in action. When trust is present, people feel safe to speak up, share concerns, and take healthy risks. It leads to better problem-solving, fewer mistakes, and a more collaborative culture.
The Slow Build and the Fast Break
Trust isn’t built overnight. It takes consistency, reliability, and openness. A single broken promise or misstep can damage it quickly. That’s why it's worth investing effort into building it every day, not just when things go wrong.
Think of trust like a bank account. Every positive interaction - being honest, keeping your word, listening without judgement - is a deposit. But a lie, a broken promise, or gossiping behind someone’s back? That’s a big withdrawal.
5 Practical Ways to Build Trust at Work
1. Keep Your Promises
If you say you’ll do something, follow through. Even small things, like replying to emails when you said you would, help others see you as dependable.
2. Communicate Clearly and Kindly
Open, honest communication is the foundation of trust. Say what you mean, ask questions when you're unsure, and be mindful of tone - especially in written messages.
3. Be Consistent (or Be Transparent)
People trust those who are predictable in behaviour. If your mood swings wildly or your expectations keep changing, it can cause uncertainty and anxiety. Try to be steady in how you communicate and follow through.
That said, if you’re having a tough week and consistency feels out of reach, just be honest. Letting others know what to expect, like a delayed response or a shift in availability, can help maintain trust, even when things aren’t perfect.
4. Own Your Mistakes
Nobody’s perfect. Admitting when you’ve made an error and taking steps to put it right shows integrity and humility.
5. Show Respect for Others
Respect looks like listening without interrupting, acknowledging others’ ideas, and not speaking about people behind their backs. Even when you disagree, you can do so respectfully.
When Trust Is Broken or Missing
Sometimes, no matter what you do, you may find it hard to trust someone you work with. Maybe they’ve let you down repeatedly, or you sense they’re not being honest.
Here’s what you can try:
Clarify misunderstandings. Sometimes what feels like dishonesty is just miscommunication. A calm, private conversation can make a big difference.
Set boundaries. If someone continually acts in ways that erode your trust, be clear (and professional) about what you expect moving forward.
Protect your own integrity. Don’t be dragged into toxic dynamics. Focus on acting in line with your values, even if others don’t.
Get support. Speak to your line manager or HR team if a working relationship is becoming damaging or feels unsafe.
Trust and Communication: Everyone’s Responsibility
You don’t need to be in a management role to help build a culture of trust. Every workplace interaction is a chance to foster openness, mutual respect, and kindness. The more we build trust, the more confident and connected we feel at work -and that benefits everyone.
Sources:
CIPD. (2024). Creating a culture of psychological safety at work - Podcast.
CIPD. (2024). Trust and psychological safety: An evidence review: Practice summary and recommendations
Harvard Business Review. (2017). The Neuroscience of Trust, by Paul J. Zak.
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