Trust in the Workplace — Our Driving Force

So if we don’t want to work with the ones we don’t trust, how come that trust in the workplace is still one of the biggest issues many companies face?

In order to address this issue, we came up with several ways of creating a high trust environment that can help you overcome this problem.


How many times have you heard that transparency is the key to successful collaboration? Well, even though it has become a cliche, it is true. Transparency is the key to successful collaboration and it should be applied to the way a company is being managed. If the management is not leading by example, it becomes a mission impossible to try to implement it in any other part of the company.

This is why we created an open financial policy. All employees can see how much money is earned and how the company budget is being allocated.

Another way we build trust between management and employees is by discussing the decisions and company plans. Our company holds regular meetings with employees to do this. It enables employees to be actively involved in the decision-making process as well as to be included in the making of future plans. This way, everyone has a clear idea of the company’s vision and an opportunity to identify with it.

The same principle of transparency applies to every team that is put together. For example, we have the HR team, the Code Quality team, the Marketing team, the Office team, etc. Everyone can get informed about what the teams are doing, what their strategy is and how they are organized. Every team is required to create a yearly plan and present what they achieved at the end of every year.

Something that is frequently overlooked is transparency in communication with clients. We won’t go into too much detail, but if clients are familiar with what has been done and what will be done — they will be able to follow the progress. They can always check to make sure that everything is going according to plan. We also invite our clients to visit us and learn more about our work ethic, as well as to get to know us better.

Open communication

Needless to say, open communication should always be encouraged. For example, if a colleague encounters any problems or obstacles, we talk openly about them. Especially when the same problems appear over and over again. If you establish open communication, solving issues becomes a much easier task, since there is usually someone who has already dealt with the same issues.

Open communication encourages an atmosphere of trust in two ways. One way is that if some colleagues face a problem, they can rely on others to help them solve it. The other, less obvious way, is that everyone who discovers a problem improves the quality of work. This way, if some issues keep on repeating, they can be noticed and addressed accordingly.

Distribution of responsibility

Have you ever heard of the term “micromanagement”? It is a management style where a manager closely controls the work of his/her employees and it is always used in a negative context.

As opposed to the micromanagement, every team in our company has the autonomy to make decisions, create plans and implement ideas. No one is allowed to interfere with their work. Of course, feedback and advice how to solve some problems are always welcome. However, everyone should pull their weight.

Even when an employee is not an experienced one, he/she has the opportunity to develop their skills. This is how we create a safe environment for all employees — we allow them to improve and grow into their roles. We give them advice and feedback and help them correct their mistakes.