5 Reasons Why Your Employees Don’t Trust Their Managers

EXPERT OPINION BY DONNEBRA MCCLENDON

I spent 20 years helping companies improve employee engagement, experience, and overall performance. One of the major issues I witnessed repeatedly was employees who did not trust their managers.  

Employees who don’t trust their superior cannot be their absolute best in that role. 

Trust is the foundation of any successful workplace. Without it, engagement drops, performance suffers, and turnover increases. But trust isn’t built on authority alone—it requires intentional effort. Think of trust like a bridge: sturdy when well-maintained but quick to collapse under neglect.  

Here’s why employees may not trust their managers and what leaders can do to rebuild that trust. 

1. Lack of Transparency 

Employees crave honesty. Trust erodes when leadership withholds information or communicates in vague, inconsistent ways. Imagine you’re on a road trip, but your GPS keeps rerouting you without explanation—you’d feel lost and frustrated. Transparency doesn’t mean oversharing—it means being transparent about decisions, explaining the ‘why’ behind them, and creating an open dialogue where employees feel informed and valued. 

2. Poor Communication 

A lack of communication (or, worse, mixed messages) creates confusion and uncertainty. Managers who don’t actively listen or provide clear, timely updates make employees feel unheard and unimportant. It’s like playing a game of telephone—by the time the message reaches employees, it’s distorted beyond recognition. The fix? Prioritize open conversations, provide consistent feedback, and encourage two-way dialogue where employees feel safe expressing concerns instead of expecting retaliation. 

3. Lack of Accountability 

Trust is a two-way street. If employees see managers avoiding accountability while holding their teams to high standards, resentment builds. Imagine a coach blaming players for a loss while refusing to adjust the game plan. Strong leaders admit when they’re wrong, own their mistakes, and model the behaviors they expect from their teams. 

4. No Follow-Through 

Broken promises kill trust. Employees quickly disengage if a leader commits to change but fails to act. It’s like a friend who always says, “Let’s grab a coffee,” but never follows through—you stop believing them. Managers must follow through on their commitments, whether implementing feedback, supporting career growth, or addressing workplace concerns. 

5. Prioritizing Results Over People 

A culture focusing solely on performance metrics while neglecting employee well-being breeds distrust. Think of a car—if you only focus on speed and ignore maintenance, it will eventually break down. Employees need to feel valued as people, not just as contributors to the bottom line. Trust naturally grows when leaders prioritize psychological safety, recognition, and career development. 

Rebuilding Trust: Where to Start 

• Communicate often and clearly. Even when there's uncertainty, be honest about what you do and don't know. 

• Be accountable. Show employees you hold yourself to the same standards you expect of them.  

• Follow through. If you promise something, deliver. It's really that simple. 

• Lead with empathy. Treat employees like people first, workers second. 

Trust isn't a given—it's earned.  

If you're ready to build a culture of trust and belonging while increasing employee engagement and improving employees' overall performance and experience, let's have a conversation about what that looks like for your company.