Why Your Employees Don’t Trust You—The Brutal Truth

If your employees don’t trust you, the problem isn’t them—it’s you.

A Gallup study found that only one in three employees strongly trust their leadership, and that’s no accident. Leaders who assume their title alone commands loyalty set themselves up for failure. Trust comes from consistency, transparency, and respect. Without it, leadership is nothing more than a title.

I’ve spent decades coaching executives who thought their teams trusted them—until they realized they didn’t. Employees might smile in meetings, nod in agreement, and say the right things. Real trust isn’t about compliance—it shows in what employees do when you’re not in the room. My work focuses on uncovering blind spots, helping leaders rebuild trust, and creating environments where employees feel safe to be honest. Here are a few ways why your employees doesn’t trust you:

You Say One Thing, but Do Another

If your actions don’t match your words, your credibility crumbles. Employees watch what you do far more than they listen to what you say. When leaders make promises they don’t keep or set standards they don’t follow, trust erodes quickly. Consistency in words and actions is what makes leadership believable.

You Dismiss Their Concerns

When employees feel unheard, they stop speaking up. Over time, silence turns into disengagement, and disengagement turns into turnover. People want to know their opinions and challenges matter. Leaders who actively listen, acknowledge concerns, and take action—rather than brushing issues aside—foster trust and commitment.

You Take Credit but Deflect Blame

Trust erodes when leaders claim victories but shift responsibility for failures. Nothing damages morale faster than a leader who steps into the spotlight for success but disappears when things go wrong. True leadership means owning mistakes, recognizing team contributions, and ensuring accountability goes both ways.

You Micromanage Instead of Empower

Constant oversight sends a clear message: you don’t trust your team. Employees who feel controlled, second-guessed, or unable to make decisions lose motivation and confidence. The best leaders set expectations, provide guidance, and then give their teams the autonomy to succeed. Trust breeds competence—micromanagement kills it.

You Avoid Difficult Conversations

Leaders who dodge hard truths create cultures of uncertainty and frustration. Employees respect those who are honest, direct, and fair—even when the conversation is tough. Avoiding issues only lets problems grow. The strongest leaders address challenges head-on, fostering a culture where people feel safe to do the same.

Trust isn’t a given. It’s built—or broken—by the choices you make every day. The leaders who recognize this, own their missteps, and take action are the ones who earn it back.

Lead From within: Trust isn’t lost overnight—it erodes through actions. If your employees don’t trust you, don’t blame them. Change how you lead, and trust will follow.

#1 N A T I O N A L  B E S T S E L L E R

The Leadership Gap
What Gets Between You and Your Greatness

After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

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Additional Reading you might enjoy:

• People Trust Leaders Who Have These 5 Powerful Habits
• The Best Way for Leaders to Build Trust
• Great Leaders Don’t Say Just Trust Me
• Trust Matters. Learn How to Earn It and Keep It
• How the Best Leaders Build Trust
• How to Recognize a Trustworthy Leader