Years ago, I was on a team that was the epitome of distrust. Ideas were stolen, credit was rarely given, and every meeting was a battlefield where information was taken out of context and used to demonize others. I remember constantly feeling on edge, wondering who would be thrown under the bus next, and more focused on defending myself than on my actual work. It was exhausting and demoralizing, bruising my sense of self-worth and deeply affecting the quality and quantity of my output.

Have you ever worked in a similar environment? If so, you know it’s a tough spot to be in. Often, leaving feels like the only option, but sometimes circumstances make staying necessary or worthwhile. My own early experience taught me that trust in the workplace is not just a nice-to-have, it’s the foundation upon which successful teams are built. That trust doesn’t usually occur magically on its own, but is something that must be cultivated and nurtured. The good news is, even in the most toxic environments, trust can grow if people commit to change. So, how might you start such a monumental shift?

Our first step was to introduce something as simple as coffee chats. No agendas, no business talk—just a chance to share and empathize with each other’s personal joys, frustrations, and triumphs. Learning about, and understanding, the person behind the role helped demystify actions that were previously viewed through a lens of suspicion. We began to realize that actions and decisions weren’t driven by malice but by fear or misunderstanding borne of differing perspectives, information, or goals. I’ll never forget the transformative moment when, looking around the room, the cold, stony silence had been replaced by the warmth of engaged, connected colleagues, smiling and laughing together.

As time went on, empathy became our new lens. It didn’t eliminate disagreements, but it changed how we approached them. Instead of defaulting to blame and back-stabbing when tensions arose, we got curious. We listened—really listened—with the goal of understanding, not responding. This helped us feel less defensive, and we used that newfound vulnerability to open up new pathways for constructive dialogue.

We made a collective decision to prioritize greater transparency and fostered open communication in our meetings and public chat channels so that everyone had the same context. Gone were the days of back channel conversations and decisions shrouded in mystery. This didn’t just include the good news but also the challenges and failures we faced. It made us feel more like partners in a shared mission rather than adversaries fighting a cold war.

We also focused on frequently recognizing each other’s contributions and wins. Rather than waiting for annual reviews to give negative anonymous feedback, we started acknowledging the efforts and achievements of our colleagues in the moment and in public. This daily practice of appreciation boosted morale and reinforced the value of our work and our contributions to our collective success.

The journey, filled with bumps and setbacks, wasn’t smooth or swift, yet each step forward solidified our rebuilding foundation. The key to this evolution was our steadfastness in aligning our actions with our words, coupled with a readiness to offer feedback and extend grace during missteps. The team that once operated in silos, plagued by suspicion and competition, began to come together, united by a common goal and a mutual respect for one another. Promises turned into commitments, with follow-through we could count on. This newfound reliability mended the breaks in trust that had threatened our cohesion, affirming the integrity of our word and the solidity of our commitments.

As the situation improved over the months, my younger self realized that trust wasn’t just about avoiding conflict or making work life tolerable; it was about forging a deep-seated bond of mutual respect, understanding, and common purpose. The lessons we learned about empathy, transparency, and recognition reshaped how we saw ourselves and each other. It was also clear that trust, once rebuilt, isn’t just a milestone to celebrate and then forget; it’s a continuous path that demands our commitment and courage every day.

As you consider your own team’s dynamics, imagine the possibilities that lie ahead. What could a culture of increased trust unlock for you and your colleagues? What unique strengths could you bring to foster this culture of trust within your team? What small action might you take today to begin building that trust, transforming your team’s collaboration and the success of your workplace?