Trust Isn’t Built by Announcements, It’s Built on Actionable Feedback
Every workplace talks about trust. Leaders know it matters, employees expect it, and organisations rely on it. Yet many businesses treat trust as if it can be created through statements alone. A CEO makes an announcement, a manager shares an update in a meeting, or a company posts a message on its intranet, and it is assumed that trust will follow.
Trust does not work that way.
It is not created by a single speech or email. It does not come from a slogan on a wall or a message in a newsletter. Trust is earned through consistent behaviour, reinforced by actions that match words. And one of the clearest signals of trust in a workplace is how feedback is handled.
When employees share their thoughts, they are already extending trust. They are offering their perspective, their experience, and often their frustrations. Asking for feedback is simple. Acting on it is more difficult, yet it is where real trust is built.
Why Announcements Aren’t Enough.
Announcements raise awareness, but they do not prove commitment.
When staff are told “we’re listening” but then see no evidence of change, confidence slips. Empty promises damage credibility more than silence.
Think about these situations:
A survey is run, but results are never shared.
Staff give input, but decisions go ahead without explanation.
Leaders promote “open feedback” but avoid follow-through.
Each example chips away at trust.
Why Acting on Feedback Matters.
Feedback highlights what is working and what is not. Collecting it without response does more harm than good.
It undermines trust: Employees think their views do not count.
It silences honesty: People hold back on sharing concerns.
It harms culture: Engagement drops when action does not follow words.
Acting on feedback has the opposite effect. When even small changes are made, trust grows. People feel respected, heard, and valued.
Turning Feedback Into Action.
Here are three practical ways to move beyond announcements and start building trust through action:
1. Always Close the Loop
Share what you heard.
Outline what will be done and what will not be done.
Be honest about what cannot change and explain why.
Transparency is more powerful than silence.
2. Start With Quick Wins
Look for changes that can be made quickly. A new communication method, a clearer process, or a small policy tweak shows responsiveness. These visible actions signal that feedback matters.
3. Show Progress on Bigger Issues
Not every concern can be solved in a week. But do not leave people in the dark. Give updates. Share timelines. Provide milestones. Even if the solution takes time, visible progress builds confidence.
Leadership and Consistency
The strongest message is daily behaviour. Leaders build trust by:
Listening without defensiveness.
Owning mistakes and being accountable.
Following through on commitments.
Trust grows when words and actions match.
Questions Worth Asking
To test whether you are building or breaking trust, ask yourself:
When did you last act on employee feedback?
How do you show people that their input shaped decisions?
Do your announcements line up with visible change?
If the answer is unclear, there is work to do.
So where to ?
Announcements might win attention for a day, but trust is built over time through consistent action.
If you are collecting feedback in your workplace, commit to using it. Close the loop. Act on what you can. Be transparent about what you cannot.
Your people do not expect perfection. They expect honesty and evidence that their input matters.
Do not just announce change. Prove it.
If you would like support in creating practical systems that turn employee feedback into action, get in touch. I work with small business owners to put the right HR foundations in place, so staff feel heard, valued, and committed.
Let’s make sure your team does not just hear the words.
They see the action.