Trust is the foundation of every high-performing culture, but it’s also one of the first things to erode when accountability slips.

These Earned Trust Snapshots, pulled from ENGAGE 2025: The Company Culture Report, reveal a troubling disconnect between how leaders see themselves and how employees experience them. With nearly half of employees unsure whether their managers will follow through or hold others accountable, the ripple effects on morale, retention, and engagement are impossible to ignore.

If trust isn’t actively built and consistently reinforced, even the strongest cultures will begin to crack.

If trust feels shaky in your organization, now’s the time to rebuild it.

ENGAGE 2025: The Company Culture Report is packed with fresh data, expert takeaways, and practical strategies to help you create a culture of follow-through, consistency, and connection. Download the full report today to strengthen trust at every level and keep your company campfire burning bright.

FAQ

Q: What does it mean when employees say they can't trust their managers to follow through?
A: It means there's a breakdown in credibility and accountability — two essential components of trust. When 46% of employees say they can’t count on their managers to do what they say they’ll do, it signals inconsistency in leadership behavior, which leads to disengagement, confusion, and lack of motivation across teams.

Q: How does a lack of accountability from leadership affect company culture?
A: When 50% of employees say their leaders fail to hold people accountable, it creates an environment where standards feel optional and trust erodes. Without clear expectations and consistent consequences, high performers lose confidence in leadership, and culture begins to suffer from inequity, frustration, and disengagement.

Q: What role does work model (remote, hybrid, in-office) play in building trust?
A: Trust can be built in any work model, but it requires intentionality. While nearly half of employees prefer a hybrid schedule, many remote workers feel uncertain about the future of their roles. Leaders must clearly communicate expectations, create visibility, and maintain consistent follow-through — regardless of where their people work — to reinforce stability and trust across the organization.