Trust is the foundation of every strong team, but rebuilding it after it’s been broken? That’s a whole different challenge. Whether the break was caused by leadership missteps, unresolved conflicts, or a toxic work environment, a team that’s been burned before won’t just hand over their trust—you have to earn it.
Rebuilding trust takes time, patience, and consistency. Here’s what I’ve learned (sometimes the hard way) about how to do it.
Acknowledge the Past
Ignoring what happened doesn’t make it go away. If your team has been hurt or let down, acknowledge it. That doesn’t mean rehashing every detail, but it does mean validating their experience.
When I first stepped into leadership, I thought I needed to focus on the future. I avoided conversations about past mistakes, hoping people would just move on. Spoiler: they didn’t. It wasn’t until I said, “There are things I could have done differently, better. I’d like to move forward together.” that I saw the first signs of trust.
Be Transparent (Even When It’s Hard)
A team that’s been burned is always looking for signs that it might happen again. Transparency is your best friend here. Share your plans, explain your decisions, and admit when you don’t have all the answers.
I’ve made the mistake of trying to shield my team from uncertainty, thinking I was protecting them. Instead, it made me look like I was hiding something. Now, I err on the side of over-communicating, even if it feels uncomfortable- and believe me, it feels uncomfortable. I still revert to my old ways sometimes and have to be reminded to communicate what I’m thinking. Thankfully, my team holds me accountable.
Follow Through on Commitments
Broken promises are often at the root of trust issues. Rebuilding trust means proving—over and over—that you can be counted on. If you say you’ll do something, do it. If you can’t, explain why.
It’s not about being perfect; it’s about being reliable. One missed commitment might seem small, but for a team that’s been burned, it can feel like confirmation that things haven’t really changed.
Give People a Voice
One of the most powerful ways to rebuild trust is to make people feel heard. Create space for feedback, even if it’s hard to hear. And here’s the tricky part—don’t just listen. Act on what they tell you.
Early in my leadership journey, I thought asking for feedback was enough. But when I didn’t act on it, people stopped giving it. Now, I prioritize follow-through on feedback, even if it’s just saying, “I can’t make this change right now, but I hear you, and here’s why.”
Be Patient (and Consistent)
Rebuilding trust takes time, especially if the wounds run deep. Consistency is what reassures people that the changes are real. It’s showing up, day after day, and being the kind of leader they can count on.
It’s frustrating, I won’t lie. There were times I felt like saying, “Can’t we just move on already?” But trust isn’t built on a timeline—it’s built through actions, not words.
Closing Thoughts
A team that’s been burned before won’t trust you just because you’re the leader. Trust isn’t something you’re entitled to—it’s something you earn. By acknowledging the past, being transparent, following through, and showing up consistently, you can rebuild that foundation, one step at a time.
And when your team finally starts to trust again, it’s one of the most rewarding feelings as a leader. Because trust isn’t just about getting work done—it’s about building a team that feels safe, valued, and ready to take on challenges together.