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The State of Trust at Work: The Missing Link to Organizational Success

Picture of Dr. Rob McKenna

Trust is the invisible force that drives performance, collaboration, and culture in every workplace. Yet, according to the latest State of Trust at Work Report from WiLD Leaders, 48% of employees live in a "Jungle of Trust"—a workplace environment where trust in leadership, colleagues, and systems is dangerously low.

In a recent live web session based on the report, Dr. Rob McKenna and the WiLD team explored the challenges of trust in the workplace, why trust breaks down, and what leaders can do to rebuild it. This conversation is now available as a podcast, and article, providing valuable insights into one of the most critical issues facing organizations today.

Face Trust Is More Than a Feeling—It’s Measurable and Actionable
the reality

Trust isn’t just an abstract concept; it has a structure and chemistry that can be understood and improved. The WiLD Trust Index measures trust at three levels:

  1. Personal Trust – The awareness and confidence individuals have in their own integrity, abilities, and reliability.

  2. Team Trust – The trust patterns that emerge between colleagues based on collaboration, honesty, and accountability.

  3. Organizational Trust – The systemic factors, leadership behaviors, and cultural conditions that influence trust at a broad level.

Dr. McKenna emphasizes that trust is built on five key components:

  • Integrity – Doing what you say you will do, with others' best interests in mind.

  • Ability – Having the skills and knowledge to perform well.

  • Reliability – Demonstrating consistency in actions and decisions.

  • Strength – Continuously improving and adapting to challenges.

  • Truthfulness – Being honest about one’s capabilities, limitations, and commitments.

When these elements are present, trust grows. When they are missing, trust deteriorates, leading to disengagement, conflict, and inefficiency.

The Jungle of Trust: A Workplace Crisis

One of the most alarming findings from the State of Trust at Work Report is that nearly half of employees are struggling with low trust at both the team and organizational levels.

Even more striking, 41% of employees in organizations with overall high trust scores (Stronghold of Trust) still experience distrust in their daily work. This reveals a critical misconception: just because an organization scores well on trust doesn’t mean all employees feel it equally. Trust is not uniform—it varies within different teams, leadership structures, and personal experiences.

The Role of Conflict in Trust-Building

One of the lowest-scoring trust factors in the report was composure in high-conflict moments. Many employees struggle to handle difficult conversations, which leads to unresolved tensions and weakened relationships. However, Dr. McKenna highlights that conflict isn’t just a problem—it’s also the solution to trust issues. When handled well, conflict strengthens trust by fostering open communication, honesty, and problem-solving.

To improve conflict resolution and build trust, leaders should:

  • Encourage open, direct, and respectful communication.

  • Create a psychologically safe space for employees to express concerns.

  • Model composure and emotional intelligence during high-pressure moments.

  • Equip teams with the skills to navigate disagreements productively.

At the team level, two key factors emerged as the strongest drivers of trust:

  1. Strength (Performance): Employees trust colleagues who are competent and reliable.

  2. Truthfulness: Trust grows when team members are honest about both successes and failures.

This challenges a common assumption: trust is not just about being “nice” or “likable” in the workplace—it’s about being effective. Teams thrive when individuals do their jobs well, admit mistakes, and work collaboratively to improve.

The Trust Decline in Your 30s

One of the most surprising findings in the report is how trust levels change with age. Young professionals in their 20s report the highest trust levels, while trust plummets in employees’ 30s.

This “trust dip” likely occurs as individuals gain more workplace experience, encounter organizational politics, and face higher career pressures. However, trust levels tend to recover in the 40s and beyond, as employees develop greater self-awareness and stronger professional relationships.

For organizations, this means that mid-career employees need targeted trust-building initiatives to maintain engagement and prevent disengagement during this crucial career stage.

Taking Action: Building Trust Through Leadership Development

The State of Trust at Work Report reinforces a core belief at WiLD Leaders: Developing whole leaders is the key to building trust.

Leaders who demonstrate emotional maturity, clear communication, and an ability to navigate complexity create a culture of trust. Investing in leadership development isn’t just about skill-building—it’s about cultivating trust across all levels of an organization.

Trust is not an abstract concept—it’s measurable, actionable, and essential for success. The WiLD Trust Index provides organizations with a data-driven approach to assessing and improving trust.

Key steps organizations can take today:

  1. Assess Trust Levels: Use the WiLD Trust Index to measure trust across personal, team, and organizational levels.

  2. Address Conflict Head-On: Train employees and leaders in conflict resolution and composure under pressure.

  3. Develop Whole Leaders: Invest in leadership programs that prioritize emotional intelligence, clarity, and accountability.

  4. Foster Open Communication: Encourage a culture of truth-telling, where employees feel safe to speak up.

  5. Recognize and Support Mid-Career Employees: Provide targeted trust-building initiatives for employees in their 30s to address the “trust dip.”

Trust is not a luxury—it’s a necessity. Organizations that prioritize trust see higher engagement, stronger collaboration, improved innovation, and increased performance.

If you’re ready to transform trust in your workplace, listen to our latest podcast episode on the State of Trust at Work Report, and explore the WiLD Trust Index to start building a culture of trust today.

 

ABOUT THE AUTHOR

Dr. Rob McKenna Founder + CEO of WiLD Leaders

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This generation’s leading mind in Whole Leader Development. He's an Industrial- Organizational Psychologist, Author, Speaker, and Founder of WiLD Leaders Inc. and creator of the WiLD Trust Platform.

Named one of the top 30 I-O Psychologists alive today, Dr. McKenna is passionate about developing leaders and about transforming the way we see the people in our organizations.

As he will tell you, we have the tools at our fingertips to invest in our people in ways that are meaningful to them and will get the results we need. Thirty years of research has taught us much how people learn and grow on the job. We have what it takes to create rich learning environments for the people we lead, and all we have to do is begin to act on what we know.

Dr. McKenna brings a combination of approachability, authenticity, expert knowledge, and humor to his talks. Whether you are interested in character development, dealing with conflict, creating engaging learning cultures, or developing the next generation of leaders,

Use the WiLD Trust Platform to increase trust in your organization.

www.wildleaders.org | contact@wildleaders.org