5 Ways Leaders Can Build Trust During Change

Change is one of the few constants in today’s business world. Whether it’s a restructuring, new leadership, a merger, or shifting market demands, transitions can unsettle even the most capable teams. For leaders, the ability to build and sustain trust during these times isn’t optional, it's essential. Trust is the foundation that allows people to navigate uncertainty, stay engaged, and commit to the path forward. Without it, change initiatives stall, morale drops, and productivity suffers.

So, how can leaders strengthen trust when everything feels in flux? Here are five proven strategies that not only stabilize teams but also create the conditions for resilience and long-term success.

1. Communicate Clearly and Consistently

Uncertainty breeds doubt, and in the absence of information, employees often fill the void with assumptions. That’s why communication is the cornerstone of trust.

• Share updates frequently, even if you don’t have all the answers.

• Use multiple channels/team meetings, emails, one-on-one conversations to ensure your message is heard.

• Be transparent about what’s changing, why it matters, and how it impacts people.

  
  

Employees may not always agree with decisions, but when leaders provide clarity and consistency, they feel respected and included in the process.

Tip: Consistency is key. Don’t wait until a decision is finalized to communicate and bring your people along as the change unfolds.

2. Lead with Empathy and Emotional Intelligence

Change can trigger anxiety, resistance, or even fear. Great leaders don’t dismiss these emotions; they acknowledge them. Empathy creates psychological safety, showing employees that their experiences are valid.

Practical ways to lead with empathy:

• Check in with your team individually to understand how they’re coping.

• Normalize the discomfort of change by sharing that it’s natural to feel unsettled.

• Balancing optimism with compassion paints a positive vision of the future while validating present concerns.

  
  

When people feel seen and understood, they’re far more likely to trust your leadership and remain engaged.

3. Model Integrity and Accountability

Trust is earned through actions, not just words. During change, employees are watching closely to see if leaders “walk the talk.” Model integrity by aligning your behavior with stated values, and hold yourself accountable just as you would expect from your team.

Examples:

• Admit when you don’t have the answers instead of overpromising.

• Follow through on commitments, no matter how small.

• Take ownership when mistakes are made.

  
  

When leaders demonstrate accountability, they send a clear message: “We’re in this together.” That builds the credibility needed to guide teams through uncertainty.

4. Empower People with Involvement and Ownership

One of the fastest ways to erode trust is to make people feel powerless. Conversely, involving employees in shaping the path forward fosters buy-in and strengthens resilience.

How to do it:

• Invite feedback and genuinely consider it in decision-making.

• Assign meaningful roles in the change process so employees feel they’re contributing, not just reacting.

• Encourage problem-solving and innovation as teams adapt to new realities.

  
  

When employees feel trusted to contribute, they reciprocate by trusting leadership. This shared ownership transforms change from something done “to them” into something done “with them.”

5. Prioritize Well-Being and Resilience

Change is demanding, both mentally and emotionally. Leaders who prioritize well-being demonstrate care beyond just results, reinforcing trust on a deeper level.

Support resilience by:

• Promoting realistic workloads and protecting against burnout.

• Providing access to resilience training, coaching, or wellness programs.

• Encouraging breaks, reflection, and open conversations about stress.

  
  

A resilient team can weather transitions with confidence. By equipping employees with the tools to care for themselves, you not only sustain performance but also reinforce the belief that leadership has their best interests at heart.

Final Thoughts

Trust is the currency of leadership, especially during times of change. By communicating openly, leading with empathy, modeling integrity, empowering involvement, and supporting resilience, leaders create an environment where teams feel grounded even in uncertainty.

Change is inevitable, but distrust doesn’t have to be. When leaders build trust intentionally, they don’t just guide their teams through transition, they position them to thrive on the other side.

Want to understand how resilience shows up or breaks downside your leadership team? 

Start with a Leadership Risk Snapshot to identify early warning signs before they become performance issues.

Start building your resilience strategy today.