• Their team colleague’s intentions are good—even when they disagree
• There is no reason to be protective or careful in what they say or do in the team setting
• They are comfortable being vulnerable with one another

If you spot team members engaging in the following behaviors you can probably bet that trust is low:

• Team members conceal mistakes and weaknesses
• They hesitate to ask for help
• They do not provide constructive feedback to each other
• They jump to conclusions about the motives of others
• They do not tap into other’s skills
• They hold grudges

The solution: address the root causes of low-trust through conducting meaningful team building sessions run by the team leader or a capable external facilitator. Left unchecked, low-trust teams will under perform, waste resources, and fail to deliver.

• Integrity matters. Integrity is essential for trust within an organization. Employees need to believe that they can rely upon not only their fellow colleagues, but also management, to come through when needed and to know that they are not being deceived in any way. Managers and supervisors should nurture a culture of honesty and responsibility to ensure employees are not worried for their job security and foster a climate in which all workers can excel.
• Be a Visionary. Open communication is necessary throughout an organization. By sharing the organization’s goals with all employees, managers and employees alike can work towards a common goal and mutually decide the best routes to get there. Nothing instills a greater sense of trust than the feeling of being listened to.
• Do Not Be A Glory Hog. When a team accomplishes a project or task, don’t steal the spot light (or lime light – which ever cliché you prefer). Furthermore, recognize those who excel, but make sure everyone is rewarded for a job well done. If you don’t, your team may not work as hard the next time around if they believe you will steal all the glory.