Let’s be real: trust in the workplace isn’t just a fluffy, feel-good concept. It’s the glue that holds teams together, the secret sauce to productivity, and the reason your employees don’t fantasise about sending their resignation email in Comic Sans. And yet, some managers still don’t get it.
So, it’s time to break it down Sesame Street style: Managers, if you want to stop being inconsiderate and start being the leader your team deserves, you need to embrace the ABCDs of Trust as your job depends on it (because, spoiler alert, it does).
More and more I'm hearing how much life and soul managers are sucking out of their employees. Always wanting that little bit more. That little bit more time. That little bit more than what is contractually agreed. Always wanting the employee to go that little bit more beyond in the task but - guess what never praising or giving anything back.
Projects have deadlines.
Financial budgets are tight.
And beyond anything it's winter and everyone is cold and fighting off noroviruses and the latest infection brought home on the kid's backpacks. So Managers, listen up on how to stop being the blood, life and soul vampire of your business.
A is for Ability: Stop the “Fake It Till You Make It” Routine
Your team needs to trust that you know what you’re doing. If you’re winging it—or worse, delegating tasks you don’t understand while taking all the credit—they’ll notice. Show competence in your role, but don’t pretend you’re a superhero. Ask for help when needed, and build your own skills while guiding your team to excel in theirs.
Pro Tip: Saying, “I don’t know, but I’ll find out,” builds more trust than pretending you’re secretly Batman with all the answers.
B is for Believability: Actions Speak Louder Than Words
Nothing kills trust faster than broken promises. If you say “I’ve got your back” but throw your team under the bus at the first sign of trouble, you’re officially a trust vampire.
Saying to your team "I'll give you an hour of my time" and then forgetting makes you a trust vampire. Build believability by staying honest and consistent.
Follow through on your commitments.
Admit mistakes instead of covering them up.
Stop saying “My door is always open” if it’s only open to complaints from above.
Believability means being a person your team can count on, not just someone who talks a good game.
And the Christmas party is another major trust vampire - don't pay for half the night, expect everyone to only enjoy half the evening, and still be on-site fresh as daisies at 7 am! Compassion? Give people the day off!
C is for Connection: Don’t Be a Corporate Robot
What builds trust faster than an offsite meeting with stale pastries? Genuine human connection. Your team doesn’t want to be treated as faceless cogs in the machine—they want to feel seen, heard, and appreciated.
Take time to check in on people. (“How’s that new puppy doing?” beats “Got that report yet?”)
Recognise their wins, big and small.
Actually, listen during 1:1s instead of mentally planning your next meeting.
Connection isn’t rocket science; it’s just about showing you care. Put health and safety as a priority, not just profits! Be on the frontline with your team, be in the office with your team, and space your time out resourcefully - not chasing the next big project that is going to tip your team over the edge.
We know you are busy, but at least focus when you are with the team. Your Phone call to the girlfriend about dinner could probably have waited.
D is for Dependability: Be Their Rock, Not Their Wobbling Jenga Tower
Your team shouldn’t have to guess whether you’ll come through when they need you. Dependability is built by being consistent, showing up, and making decisions that align with your team’s best interests—not just what looks good to upper management.
Dependability also means managing your time so you can actually support your employees. No more dodging emails or disappearing into “urgent” meetings for half the day.
Stop Being Inconsiderate: Why the ABCD Model Is Non-Negotiable
Managers who neglect trust aren’t just inconveniencing their teams—they’re actively sabotaging them. When trust is low, morale plummets, productivity fizzles, and before you know it, you’re stuck wondering why everyone’s updating their LinkedIn profiles.
Taking the ABCDs of trust literally is how you turn your team into a powerhouse of collaboration, creativity, and results. It’s how you go from being “that boss” to the boss—the one people actually want to work with.
So, ditch the vampire act, step into the sunlight (metaphorically, of course), and start making trust your leadership superpower.
Your team deserves it.
And honestly? So do you.
I'm seeing more and more that Health and Safety is dependent upon management attitudes and beliefs towards how they implement procedures in their business. More and more, I'm seeing site managers and project managers who are incompetent and need compassion and attitude changes. And more and more I'm seeing management that are complete vampires and then can't understand why the ethos and culture of their business is toxic and negative.
Be the change.
Outsource to Bennett Business Partnerships.
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