Active listening is not only the first step toward regaining your team’s trust but also a key mechanism for fostering trust throughout the organizational decision-making process. This approach helps ensure that team members feel included rather than excluded from decisions about change. The value of all-staff meetings, where communication about all aspects of the business takes place, is often underestimated. It’s also crucial to implement a cross-company strategy that translates the high-level company goals discussed in all-staff meetings into more detailed action plans during department meetings. This approach facilitates understanding and encourages participation in the changes needed to improve the business.

Transparency is not only crucial for rebuilding trust but also for creating and maintaining it. Throughout my career, I have observed many companies struggle with transparency, and a lack of it never works. The issue with a “need to know” business model is that it often overlooks how high-level change decisions impact everyone across the organization. Without a clear understanding of each department’s role, the “need to know” approach and lack of transparency are destined to fail. Therefore, sharing as much information as possible about changes is essential to their success.

Involving your team in the decision-making process minimizes the fallout from a lack of trust, enhances transparency, and significantly boosts morale across the company. It also improves the outcome of organizational changes by providing a platform for additional insights and a deeper understanding of what it takes to implement those changes. An inclusive decision-making process is a win-win, driving productivity and solidifying trust.