Flexibility has become the primary criterion when evaluating a job offer, followed by compensation and opportunities for growth and learning. This is not just about benefits, but about balance, respect, and reciprocity. These signals tell us something very clearly: to attract and retain people, it is no longer enough to ask—you must also be willing to give. And at the core of this exchange lies a fundamental element: trust.
In recent days, we’ve been reflecting on this very topic and had the opportunity to explore it further together with Andrea and Michele from Vitamina Y. They guided us through an open and stimulating conversation about trust in organizations during the latest event of our Community Branch.
What emerged?
A wealth of insights. In particular, we discovered that trust is not just an abstract value or a nice word to include in company manifestos, but a true human mechanism. It is also linked to biological factors, such as oxytocin levels in our bodies, and therefore to concrete behaviors that, day after day, can strengthen (or weaken) trust within an organization.
The speakers highlighted five key points that clearly reflect what companies today should cultivate if they want to build healthy, long-lasting relationships. These are simple principles, but far from obvious, and applicable to any context where people work together.
Point 1 – Be vulnerable
In the workplace, we are often led to believe that showing vulnerability is a sign of weakness. In reality, the opposite is true. Trust is born when those around us admit they have limits and can make mistakes. When team leaders allow themselves not to be infallible, others feel permitted to do the same. Being human—not superheroes—creates safer and more collaborative environments.
Point 2 – Tell stories
From an early age, we learn to understand the world through stories. It is through storytelling that we develop empathy and the ability to relate to others. The same applies within organizations: turning information, goals, or change into shared stories helps people feel part of something bigger. Storytelling strengthens a sense of belonging and, in turn, trust.
Point 3 – Listen, authentically
It may sound simple, but truly listening is one of the most powerful and rare actions for building trust. Attentive listening, without interrupting and without mentally preparing a response while the other person is speaking, makes people feel seen and acknowledged. And it is precisely from this feeling that mutual openness emerges.
Point 4 – Give feedback
One of the pillars of trust in the workplace is the ability to give and receive feedback. Whether it’s positive recognition or a conversation about what can be improved, feedback strengthens relationships when it is sincere, constructive, and continuous. Avoiding it, on the other hand, creates distance and misunderstanding.
Point 5 – Observe your thoughts
The final point, perhaps the most complex but also the most profound relates to metacognition: the ability to observe your thoughts as they happen and become aware of your mental processes. In other words, knowing yourself how you react, how you interpret situations, which biases guide you is essential for building trusting relationships with others.
This topic could open an entire chapter of its own, closer to psychology and psychoanalysis, and would certainly deserve deeper exploration. But one thing is clear: trust in organizations does not arise only from what we do toward others, but also from the work we are willing to do on ourselves.
Ultimately, building trust is an ongoing process. It requires awareness, consistency, and the courage to step into the arena. And it is precisely from here that, as individuals and as organizations, we can begin to truly grow.
