Last month, I returned from a 15-day holiday through Europe with my husband, son and his girlfriend. While we all played a part in planning this trip, I took the lead in getting us safely to and from all our destinations.
There is a lot of trust that goes into a big trip like the one we took. Trust in the airlines, train system, bus drivers, private drivers, Airbnb hosts – the list goes on.
After a glorious six days visiting family in Switzerland, we were ready to move on to Italy. We knew this was going to be a bumpy leg of the journey as there was work being completed on the main rail lines and we needed to transfer from train, to bus, to train.
Two days before we were set to leave for Italy, we went to buy our tickets. We had a lovely ticket clerk help us purchase the correct tickets – he reviewed all of our stops and I felt confident when he processed our tickets. When he placed the tickets in envelopes and started to seal them, I asked him to show me the tickets for a final review. He paused, likely thinking it unnecessary, but as the one responsible for getting my family safely from point A to point B, I felt it was important to double-check for myself.
And unfortunately, there was an error – the ticket clerk had written down the correct travel day but had entered it in the system incorrectly. It was a simple mistake, easily fixed (human error happens to all of us!) but if we hadn’t caught it, we could have lost a day of travel which would have had an impact – both financially and emotionally.
It reaffirmed that sometimes, even when there’s trust, it’s important to ask, “can you show me?” And this is true whether you’re on holiday in Europe or supporting your team at work.
Trust in the workplace creates an environment where team members feel confident in each other’s intentions and abilities, enabling greater innovation and productivity. Employees are more willing to take calculated risks and suggest new approaches without fear of criticism. On the flip side, a lack of trust can stifle creativity and lead to misunderstandings, lower morale, and disengagement.
More than just a “nice-to-have”, trust is a critical factor in organizational resilience and fostering a psychologically safe environment. Teams that operate with high trust are better equipped to handle setbacks, communicate clearly, and support each other through challenges.
Trust alone, however, doesn’t automatically translate to success.
Leaders need to reinforce trust with accountability – following up on tasks and goals or encouraging team members to share their thought processes or plans. This “show me” approach helps leaders promote transparency and stay connected to their teams’ work. It also reinforces to employees that their work is valued and taken seriously.
By consistently following up, leaders aren’t micromanaging, they are creating a culture of accountability. This empowers employees to take ownership of their work, think critically about their decisions, and consider how their actions align with broader team objectives.
Ultimately, trust in the workplace is about building mutual respect and accountability. As leaders, we need to cultivate an environment where follow-ups are constructive and growth-oriented, and where employees feel valued, understood, and motivated. Trust, coupled with accountability, enables organizations to achieve high levels of performance and create a culture that inspires and sustains excellence.
