This article was originally published on Inc.

In teamwork, if there is no trust, there is no growth. Trust is a key element present in the most effective teams. When everyone is on the same page, collaboration is easy, and businesses thrive. At Opkalla, we hold trust as one of our foundational values, recognizing its importance not only within our team, but also in our relationships with our customers. Trust forms the cornerstone of our interactions, fostering an environment where transparency, honesty, and reliability flourish.

As the acclaimed author Patrick Lencioni puts it, “Trust is the foundation of real teamwork.”

But earning this trust is not easy. In fact, there are five common challenges that often impede trust-building. If you want a trusting team, you need to overcome them.

Challenge 1: Lack of Open Communication

Open communication is key in all human relationships, and so is the case for work teams. Without it, people often misunderstand each other, and this can lead to mistrust. The main problem with not having open communication is that small issues can become bigger problems in people's minds. Instead of hashing out any issue, resentment can grow over a misunderstanding. 

In fact, about 70% of employees face communication issues in the workplace.

To fix this, you should aim to promote transparency in your team. Holding regular meetings helps. So does giving and receiving feedback often. An open-door policy can also encourage more needed open conversations. Here are some practical ways to implement this:

• Implement regular team check-ins where everyone has a chance to share their thoughts and concerns openly.
• Encourage active listening during discussions to ensure everyone feels heard and understood.
• Foster a culture of vulnerability by leading by example, sharing your own challenges and mistakes to encourage others to do the same.

Challenge 2: Fear of Conflict

Healthy conflict is good. It can lead to growth. Teams should learn to handle disagreements well instead of avoiding them altogether. This means talking issues out in a positive way. 

Avoiding conflict at all costs can harm teams since it stops people from sharing their views. And without open discussions, there can't be a deep trust. 

It’s better to learn how to deal with this conflict through communication and feedback since it is inevitable at some point. Nearly 85% of employees experience conflicts in the workplace. Here are some practical steps to encourage a culture where disagreements lead to understanding:

• Introduce conflict resolution workshops or training sessions to equip team members with the skills to address disagreements constructively.
• Create a safe space for voicing differing opinions without fear of judgment or retaliation.
• Encourage a mindset shift towards seeing conflict as an opportunity for growth and innovation rather than something to be avoided.

Challenge 3: Inconsistent Behaviors and Expectations

Saying one thing and doing another is no way of building trust. Consistency is probably the single most important aspect of building and not losing the trust of your team. 

A lack of consistency breaks the expectations that members have of each other. 

With this in mind, everyone on a team needs to set the right expectations for their work and try to fulfill them as best as possible. These expectations allow teams to trust that all members are as committed to the goals as they are. Here are some practical strategies in fostering this environment:

• Establish clear guidelines and protocols for how tasks should be completed and what behaviors are expected within the team.
• Lead by example by consistently demonstrating the values and behaviors you expect from others.
• Regularly revisit and reassess team goals and expectations to ensure they remain relevant and achievable.

Challenge 4: Lack of Shared Goals or Vision

Setting goals together is key in teams because it builds a shared vision. And this is a much more important aspect than people think. Approximately 61% of employees consider an organization’s values and beliefs when choosing, staying, or leaving a job.

No shared goals means that teams drift apart, working with different priorities. This lack of direction can breed mistrust since you are not sure what the goals and responsibilities of others are. Conflicting self-interest can cause conflict to arise in other areas of the business. 

It's the team leader's responsibility to communicate the goals and vision. Regular checks on progress keep everyone aligned. Here are some practical ways to address a lack of shared goals or vision:

• Facilitate team brainstorming sessions to collectively define and refine the team's goals and vision.
• Create visual representations of the team's goals and progress to keep everyone aligned and motivated.
• Foster a sense of ownership and accountability by involving team members in the goal-setting process and empowering them to contribute ideas.

Challenge 5: Failure to Recognize and Appreciate Contributions

Not valuing team efforts can hurt morale. It makes people feel unseen and less trusting. People often trust others who recognize their efforts more, which is why high-performing teams thrive on mutual respect and recognition.

Building a positive environment and encouraging recognition is amazing for team-building. For example, as the leader, you can end your meetings with a short space where people can show appreciation to others. Here are some practical steps to ensure contributions are valued and acknowledged:

• Implement a formal recognition program where team members can nominate and celebrate each other's achievements.
• Incorporate praise and appreciation into everyday interactions, such as thanking team members for their contributions during meetings.
• Encourage peer-to-peer recognition by providing opportunities for team members to publicly acknowledge each other's efforts.

Trust is Earned

Building trust takes time. And it’s up to the leaders to create the foundation for the trust to grow. Through open communication, conflicting idea exchanges, consistent behavior, shared goals, and recognition, members can earn each other’s trust effectively.

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