A Leader’s Guide to Fostering Trust During Change 

According to a Gallup survey of over 18,650 employees, seven in 10 workers report experiencing disruptive change within their organization annually. Change, especially change that happens so frequently, can be extremely disorienting for team members, leaving them unsure of what to expect or whom to lean on. In these moments, trust becomes essential. It acts as the anchor that keeps teams grounded, focused and resilient. A leader’s ability to build and maintain trust through change can give their team the confidence they need to face uncertainty head-on. 

The right leadership framework can help leaders build a foundation of trust that’ll keep their team strong and stable through even the most disruptive change.

The Real Impact of Change on Teams

Change is inevitable, but nowadays, it seems to happen all the time. Constant transitions and adjustments can take an emotional and psychological toll on teams. Even positive changes can create instability or resistance. 

Leadership changes, operational uncertainty and poor communication during change could add even more stress to an already stressful situation. Changes that are unexpected or insufficiently communicated can be perceived as a threat, causing your employees to experience:

• Feelings of uncertainty: Employees may feel like they’re losing control, especially if they’re worried about their job’s stability or the organization’s future.
• Anxiety: Most people crave predictability. Change often taps into our fear of the unknown, which can trigger a sense of helplessness and vulnerability.
• Decreased productivity: Workplace stress can hinder focus, impair cognitive functions like decision-making and lower motivation.
• Skepticism: Uncertainty breeds skepticism, especially when there’s a lack of transparency, which can lower participation and engagement. 

While many leaders focus on processes, people are the true variable in successful changes. Without a team that trusts their leaders, even the most carefully laid plans can meet resistance, misunderstandings or disengagement. Leaders who invest in their employee relationships as much as they invest in developing change management strategies see smoother implementation and more resilient, motivated teams. 

The Importance of Trust During Uncertainty

The only way to find success in an ever-evolving landscape is to maintain a resilient workforce that is willing to adapt. Since brains are wired to perceive change as a threat, a leader’s job is to foster a sense of stability and security among their team members. Leaders who focus on maintaining and building trust during times of uncertainty can help their teams:

• Follow an effective, strategic plan to manage workflow changes
• Stay strong through times of transformation and disruption
• Navigate change with confidence and positivity
• Feel more comfortable taking risks and trying new things
• Collaborate amongst peers and think creatively
• Rely on leadership for support and expertise
• Problem-solve

5 Key Strategies to Build Trust During Change

Trust amongst employees, leaders and organizations is usually built on expectations. Employees trust when they know what to anticipate from leadership. So, how can you build trust during times of uncertainty and change? 

Here are five proactive strategies that can build trust, increase motivation and boost morale during transformations:

1. Enhance transparency: Fear of the unknown is often the root of change resistance. Sharing information openly and honestly and discussing the expected difficulties of the change can display integrity and build trust. Having transparent conversations like these regularly is essential for maintaining trust between employees and leaders.
2. Combat uncertainty with care: Change brings up valid concerns, including uncertainty about new expectations or disruptions to existing processes. Listening to your team and acting on their feedback shows you care about and consider their needs.
3. Help build resilience skills: Change offers a unique opportunity to develop more flexibility and adaptability among your workforce. Adequate training can equip your team to build resilience and meet challenges with confidence. 
4. Drive collaboration: When collaborating with employees directly impacted by the change, leaders can receive helpful insights that assist with decision-making. The employees who feel involved in new processes may develop a stronger sense of commitment and ownership of changes. As a result, those employees can influence their peers and motivate others who remain resistant or skeptical. 
5. Demonstrate competent change leadership: Leaders must be viewed as capable and prepared when navigating change. Demonstrating strong leadership and showing you’re committed to a change’s success will empower your employees, giving them the confidence they need to adjust and adapt.

Grow During Change With CLS

Leaders can shape positive outcomes during workplace transitions by reframing change as an opportunity to deepen trust and reinforce a company’s cultural values.

At The Center for Leadership Studies (CLS), our Situational Change Leadership™ course empowers leaders in every industry to feel equipped and more confident to navigate transformational change, while Building Trust helps leaders foster connections. Speak with our team to learn more.