the foHRsight podcast: Trust in the Workplace: The Critical Link Between Economic Optimism and Organizational Success

In our foHRsight podcast conversation with Cydney Roach, former Global Chair of Workplace Advisory at Edelman, we explored the evolving nature of trust in the workplace and its profound implications for organizations, employees, and society at large. With trust emerging as a critical factor in 2025's workplace dynamics, understanding its components and impact has never been more important.

Understanding Trust: More Than Just Reputation

“Unlike reputation, which is a rear-view summary of an individual or organization's words, behaviors, actions, trust is really a forward-looking indicator," explains Cydney. It essentially predicts whether people will find you credible in the future and serves as a crucial resource for stakeholders during difficult times or periods of significant change.

The Five Pillars of Trust

Based on extensive research conducted with Harvard and Stanford, Cydney identifies five fundamental pillars of trust:

1. Ability: Competence in delivering products or services

2. Dependability: Reliability in execution

3. Integrity: Ethical approach to work

4. Purpose: Connection to broader societal impact

5. Self: Personal reflection in brand or employee

These foundational elements work together to create a comprehensive framework for building and maintaining trust across all organizational levels and cultures. Their relative importance may vary by region and context, but together they form the bedrock of organizational trust.

The Evolution of Workplace Trust: A Four-Year Perspective

The relationship between employers and trust has evolved significantly:

2019: The Rise of Employer Trust

• Institutions broadly faced declining trust

• Employers emerged as trusted entities

• Workplace became an anchor of stability

This shift marked a fundamental change in how employees viewed their organizations, establishing employers as a primary source of stability during uncertain times.

2022: Information Authority

• Misinformation became widespread

• Employers became most trusted information sources

• Workplace communications gained heightened importance

This development highlighted the crucial role employers play in providing reliable information to their workforce, extending beyond traditional workplace communications.

2023: The New Town Square

• Society experienced increased polarization

• Workplace emerged as an "island of civility."

• Employees found more comfort discussing issues with colleagues than family

This transformation of the workplace into a safe space for discourse demonstrated the unique role organizations play in fostering constructive dialogue and understanding.

2025: The Economic Optimism Gap

• Economic pessimism affects trust levels

• 39% gap between executive and employee economic optimism

• Direct correlation between economic optimism and trust

This significant disparity in economic outlook presents a critical challenge for organizations to address in building sustainable trust relationships.

The Critical Trust Gap

A striking finding emerges from recent research: while employers remain the most trusted institution, a significant trust gap exists within organizations:

• 78% of executives (EVP and above) feel optimistic about their economic future

• Only 39% of employees (SVP and below) share this optimism

• This gap has serious implications for:

• Employee performance

• Mental health

• Organizational loyalty

• Broader economic stability

This stark contrast in economic outlook between leadership and employees represents a fundamental challenge that organizations must address to maintain effective operations and healthy workplace cultures.

Three Key Strategies for Building Trust

Demonstrate Trust to Earn Trust

• Prioritize transparency

• Involve employees in planning

• Value institutional knowledge

• Create opportunities for input

These foundational actions create a framework for authentic trust-building that resonates throughout the organization.

Advocate for Sustainable Employment

• Support continuous learning

• Create clear career paths

• Foster inclusive workplaces

• Consider employment sustainability as a public health issue

This comprehensive approach to employment security helps create the stability needed for trust to flourish.

Create Agency

• Give employees voice in decisions

• Include staff in AI implementation discussions

• Allow flexibility in work arrangements

• Empower decision-making at all levels

These empowerment strategies help employees feel valued and invested in the organization's success, strengthening trust bonds at all levels.

The HR Leader's Role in Building Trust

For HR professionals, Cydney recommends three key actions that can help build trust in 2025:

Maximize Communication Impact

• Leverage employer-generated information's trusted status

• Ensure transparency in communications

• Create consistent information flows

This strategic approach to communication helps establish HR as a trusted source of information within the organization.

Champion Sustainable Employment

Develop comprehensive career development programs

• Create lattice career opportunities

• Support continuous learning initiatives

These initiatives demonstrate long-term commitment to employee growth and development, fostering deeper trust relationships.

 Foster Employee Agency

• Include employees in decision-making

• Create feedback mechanisms

• Support autonomous work arrangements

This empowerment-focused approach helps create the conditions necessary for trust to thrive throughout the organization.

The Broader Impact: Trust as a Societal Force

The implications of workplace trust extend far beyond organizational boundaries:

• Economic optimism influences broader social stability

• Trust levels affect civic engagement

• Workplace attitudes impact social cohesion

• Employee confidence influences economic outcomes

These interconnected impacts demonstrate how workplace trust serves as a fundamental building block for broader societal stability and progress. As Cydney notes, the influence of workplace trust can even be considered "the linchpin of democracy."

Looking Forward: The Generation Z Factor

Cydney expresses optimism about the future, particularly regarding Generation Z's influence: "Their superpower is uniting for purpose... they care deeply about business and society." This generational characteristic might help bridge trust gaps and create more optimistic workplace environments.

Looking FoHRward

As organizations navigate 2025's challenges, building and maintaining trust becomes increasingly critical. The connection between economic optimism and trust presents both challenges and opportunities for leaders. By focusing on transparency, sustainable employment, and employee agency, organizations can work to close trust gaps and create more resilient workplaces.

As Cydney reflects, the role of HR has "more strategic input and influence than ever before," positioning HR leaders as key architects of organizational trust.