Culture of trust (2025)- how does trust make your company successful? Guidance

Guidance

What is a culture of trust? Why is trust a success factor? How do you transform your company with a culture of trust?

Culture of trust in the company

“I have complete trust in my employees.” We hear this very often, but then we realize that the company’s motto is: “Trust is good; control is better” – in other words, the opposite of a culture of trust.

Yet a culture of trust is the secret ingredient for a company’s success! In this article, we discuss how you can use trust to transform your corporate culture into a culture of trust.

Trust – The heart of every corporate culture

Trust – we all know how important it is, whether in relationships, among friends or even in a company. Without a minimum level of trust, everything falls apart. And this is exactly what some companies experience on a daily basis: a lack of trust leads to poor collaboration, a hedging mentality, demotivated employees and stagnating innovation. Trust is more than just a nice-to-have: it is the cornerstone on which a successful corporate culture is built.

Study on trust

At the same time, it is important to differentiate: Is it about trust in each other, in my colleagues, in my boss? Or is it about trust in something, in the management, the state, democracy, the media, the police? First of all, it should be noted that according to the Edelman Trust Barometer Study 2023, employers are the most trustworthy institutions in Germany: Compared to other institutions such as the government or the media, 79% of employees trust their own employers more than other actors.

How much trust is appropriate?

If we understand trust as a conviction according to which we align our behavior in the respective context, then the question arises: How much trust is possible or necessary in this respective context? And how can you increase trust to a level that you need in order to be successful together? In a private context, we like to use the term unconditional trust. Just ask yourself how many people you trust unconditionally. If your hobby was skydiving: Who would be allowed to pack the backpack with your parachute in it?

Trust is needed in a professional context, but in a weaker, less intense way. You should differentiate which form of trust is necessary for you. If you don’t know the different forms of trust, then you run the risk of developing “trust-building measures” that are ineffective or short-lived. But more on that later.

Hello, I’m Oliver Grätsch.
Trust is an important issue for me, because so much is built on it!
Let’s talk about how you can establish a culture of trust in your company. With everything you bring to the table.
Just write to me and we’ll find a time for a personal, no-obligation meeting. I look forward to it!

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What is a culture of trust?

Let’s first take a quick look at what a culture of trust actually is:

Definition of a culture of trust

A culture of trust describes a corporate culture in which employees feel safe and valued because they can rely on the goodwill and support of their company and their colleagues.

Description Culture of trust

A culture of trust is created when everyone in the company is committed to shared values and open communication. The ability of all employees to communicate constructively and benevolently with each other is of central importance for a culture of trust. This gives employees the confidence to contribute their own ideas and solutions without fear of negative consequences. Managers create the framework for this.

What advantages does a good culture of trust bring to your company?

A strong culture of trust brings many advantages for your company:

Higher productivity: Motivated employees work more efficiently and with greater commitment.
Fewer conflicts: Open communication reduces misunderstandings and tensions.
More innovation: A trusting environment encourages your employees to contribute creative ideas.
Lower staff turnover: Your employees stay longer if they feel valued.
Faster decision-making: Fewer controls and more personal responsibility speed up processes.
Better collaboration: Trust strengthens team cohesion and promotes an open feedback culture.
Stronger customer loyalty: Satisfied and committed employees ensure better customer service.
Positive corporate image: A good culture of trust makes the company attractive to talent and makes it stand out in the market.

Why is a culture of trust important for a company’s success?

Trust as the basis of the corporate culture ensures that you all pull together.

If the people in your company can develop their full potential, the result is a stable, high-performance organization that can adapt quickly to change and master even difficult situations.

Why there is often no culture of trust in companies

Maybe you’ve experienced it before: sometimes the trust in a team or in another department seems to have been blown away. Everyone works for themselves, nobody really trusts anyone else, the control loops increase and the working atmosphere becomes increasingly frosty. There can be no question of a culture of trust. But why is this happening?

What harms a culture of trust

The most frequently cited reasons for a lack of trust are:

Lack of transparency: If information is only passed on to certain people or important decisions are made behind closed doors, many people feel excluded.
Micromanagement: Managers who control everything rob their teams of confidence in their own abilities. This paralyzes and demotivates.
Poor communication: Without clear, open and honest communication, misunderstandings arise that destroy trust.
Initiatives described as strategically important are canceled and 4 weeks later the next “pig” is driven through the village.

The result of this loss of trust? Employees withdraw, only do the bare minimum and motivation and innovation fall by the wayside.

But what can you do, whether you are a manager or not, to increase the level of trust?

Trust involves the everyday and significant challenge of approaching others with positive expectations, despite our own vulnerability and uncertainty.

Guido Möllering; Trust researcher, Max Planck Institute

Creating a culture of trust

To establish a culture of trust in your company, we recommend that you work on the four forms of trust that we present to you here.

So what are these four forms and how can you promote them?

The four types of trust and how you can strengthen them in your company

1 Calculated trust: Create a culture of trust through clear agreements!

Definition of calculated trust

Calculated trust is what you might call business trust. It is based on clear agreements and expectations, expressed or not.

You have calculated trust if you are sure that your counterpart will shy away from the consequences of any misconduct. An example: You are sitting in your car at a red light. Your glance in the rear-view mirror tells you that a sports car is coming at you super-fast from behind. Do you get anxious? Not usually, because you trust that the person driving will stop. You don’t know the person and yet you trust them.

Calculated trust in the company

A contract can be the basis for calculated trust: You trust that your supplier will deliver on time because otherwise there will be financial consequences. It is therefore a trust that is based on rational considerations.

When is calculated trust important?

Calculated trust gives you the necessary security, especially in negotiations and contractual agreements. It creates a solid foundation, but does not replace the deeper level of trust that you should build with your employees or colleagues. Relying on good performance just because my colleagues fear the consequences only works if a genuine commitment is not necessary.

Culture of trust in everyday life: 3 tips

Make sure that everyone involved knows the rules of the game, spoken or unspoken!
Be lenient and give respectful feedback if this is violated!
Express and ask for each other’s wishes and needs!

The berlin team shows you what trust can do!

2. knowledge-based trust: Create a culture of trust through experience and reliability!

Definition of knowledge-based trust

Knowledge-based trust arises when you experience that someone proves to be reliable and competent by working together over a longer period of time. It is the trust that arises from repeated positive experiences and a good exchange of information.

Knowledge-based trust in the company

You have a colleague who always delivers reliable work. Every project she tackles is delivered on time and with high quality. You have learned over time that you can rely on her.

When is knowledge-based trust important?

Knowledge-based trust is particularly crucial in teams that work closely together and have to rely on each other in similar situations. This trust grows over time and creates a strong bond between people. In a stable environment, this form of trust can be sufficient. It is the mild form of “trust has to be earned!” In a changing environment, a new team constellation or in transformation processes, this form of trust quickly reaches its limits. Innovation processes also sink into control loops if this form of trust is the predominant one.

Culture of trust in everyday life: 3 tips

Be aware that trust can also be given. Follow your gut instinct as to who is appropriate.
Otherwise, give people around you time to gain your trust.
Make sure that everyone has the means, the knowledge and the opportunity to gain your trust.

3 Role-based trust: Create a culture of trust through position and responsibility!

Definition of role-based trust

Role-based trust arises from a person’s role or position in an organization. You trust someone because he or she has a certain function or responsibility – be it a police officer, a team leader, an expert or a judge.

Role-based trust in the company

A new team member trusts the IT employee because her position and demeanor alone signal that she has the necessary experience and expertise to solve the problem. Knowledge-based trust still needs to be developed here.

This form of trust is particularly common in hierarchically organized companies. On the one hand, it can be seen as a blessing: “The boss already knows what she’s doing”, “Our recruiting process is good. So the colleague in the finance department will have made a good decision here.” The other side of the coin is also obvious: personal responsibility, which is always required, is not really supported by this. People in positions of responsibility are often simply overwhelmed when times get turbulent and trust is based solely on the role.

When is role-based trust important?

Making clear, even unpleasant decisions and implementing them requires the people concerned to be convinced: “Someone has to make this decision, and this person in this position is doing their job here.” The role and also the person who respectfully embodies the concept of authority must be experienced congruently. A police officer or even a federal government loses trust if they do not live up to their role and the resulting expectations. As a manager, you should be aware that role-based trust is important, but at the same time a fleeting commodity.

Culture of trust in everyday life: 3 tips

Behave in an exemplary manner according to your role, fill it with your kind of authority!
Justify your decisions without justifying yourself!
Be clear and authentic in your appearance and show humility!

4. identification-based trust: Create a culture of trust through shared values and goals!

Definition of identification-based trust

Identification-based trust is the deepest form of trust that develops when people share common values and goals. It arises when you know that you and your colleagues are pulling in the same direction – whether because you have similar beliefs or are pursuing a common goal. Teams that credibly claim to have a strong sense of togetherness often live this form of trust and pay little attention to the other forms. Nevertheless, the other three forms are the foundation on which identification-based trust can develop. Otherwise, we can speak of sectarian conditions.

Identification-based trust in the company

Credibly lived visions and regular engagement with the corporate culture are often tangible characteristics. In teams that live this form of trust, humor is also not neglected and there is often laughter together. If you know what values, needs and goals you share with those around you, this form of trust can develop. Good private and business relationships are characterized by this.

When is identification-based trust important?

This type of trust is the cornerstone of a truly strong corporate culture. At the same time, this unifying trust is increasingly needed in times of crisis, when the other forms of trust are often put to the test. While the other forms of trust are linked to many preconditions, this form remains in place even in difficult times.

Culture of trust in everyday life: 3 tips

Together with others, create an attractive image of the future that takes into account the values, goals and needs of those involved!
At the same time, always give priority to business necessities!
Don’t neglect the other forms of trust, because they are the basis for identification-based trust!

A culture of trust includes all four forms of trust

Do we really always need the unconditional form of trust that the aforementioned skydivers require? Certainly not. But: teams that really deliver top performance can rely on all four types of trust being present in their company. And that is called a culture of trust.

We can help, trust us! 😉

Trust as a solution: how to build a culture of trust

So how do you build a culture of trust in your company? Here are some concrete steps that can help you do this:

Communicate openly! Address the concept of trust and its meaning. Create opportunities and occasions where you can experience trust!
Act instead of talking! Make sure that trust is worthwhile and be a role model at all times!
Define values together! Create a framework in which you can discuss culture and thus shape it!
Pass on responsibility! Show your team that you trust them to make decisions independently. Nothing builds trust more than being given responsibility. If you think it might be a little too much, it’s just right.
Give confidence where your gut tells you it’s right.

Video on error culture and trust culture

Are you interested in how to build a constructive error culture and a strong culture of trust? Then you’ll love our video: In 23 minutes, Susanne and Oliver discuss how you can achieve more innovation and better team dynamics through trust.

Practical example of the 4 forms of trust

Theoretically, a lot can be written about trust culture. Let’s examine the four forms of trust using a well-known example from the world of soccer: Jürgen Klopp. According to a Forsa survey two years ago, the soccer coach is the most trustworthy person in Germany after Günther Jauch. Although many sports enthusiasts are currently raising their eyebrows after Jürgen Klopp signed with a drinks manufacturer, he is also an excellent example to describe the four forms of trust. How did he manage to get so many people to ascribe the term trustworthy to him?

Calculated trust in practice: reliability through clear agreements

Easy game for Jürgen Klopp: he has kept all his contracts and promises.

Knowledge-based trust in practice: trust through experience and reliability

No matter which team Jürgen Klopp was at, Mainz, Dortmund and Liverpool. He raised each of these teams, and even the club as a whole, to a new level.

Role-based trust in practice: Trust through position and responsibility

Alongside Pep Guardiola, Jürgen Klopp is regarded as THE authority in the soccer business. Players and managers at the club regularly report on the positive authority with which he gives speeches and leads his teams. He seems to be born with charm and charisma. Players say they regard him as a friend and supporter; at the same time, they look up to him. And yet he does not tolerate any dissent after decisions have been made in which he involves the players. If you don’t play, you don’t play.

Identification-based trust in practice: trust through shared values and goals

Watching Klopp’s performances on and off the pitch, you can literally feel the sense of community he creates wherever he works. Authority takes a back seat and shared success, driven by emotion and enthusiasm, takes center stage. He embodies what he says.

When he said goodbye in Dortmund, he said: “It’s not so important what people say about you when you enter the room. What’s more important is what they say when you leave.”

When he says “We have to change from doubters to believers!”, he represents this credibly and the players adopt this motto. Jürgen Klopp regularly makes statements like this: People buy it.

Now, we won’t all have the reputation and success of Jürgen Klopp, but he can be taken as a role model if we keep his way of leading and being in mind. Trust can be built with authenticity.

Success through a culture of trust — group of young people making a tower of fists. the concept of teamwork

In a nutshell: A culture of trust is the key to success

A culture of trust is the basis for a strong, successful company. When you work in an environment where trust is lived, the entire team benefits: misunderstandings are minimized, motivation increases and creative solutions emerge more easily. A culture of trust is more than just a soft skill – it creates the basis for stability, innovation and employee satisfaction. Such an environment not only strengthens your team, but also makes your company stand out from the competition.

How the berlin team supports you

The berliner team helps you to develop a sustainable culture of trust in your company. With our value-based approach, we guide you step by step through the change so that trust becomes anchored as part of your corporate culture and you shape success together.

Trust is good, the berlin team makes it better!