Employee trust surveys: How to measure what really drives retention in 2025

Picture a group of friends planning a camping trip. One says they'll bring the tent, another promises to pack the food, and someone else is in charge of the map. Nobody double-checks or micromanages—because there’s an unspoken understanding: “I’ve got your back.” And when they all show up, fully prepared, it feels seamless. Natural. Easy. That’s trust in action.

But imagine if someone forgot the tent. Or brought snacks but no meals. The whole trip becomes stressful, not because of the mistake, but because the trust was broken. That fragile thread, once frayed, takes time—and effort—to mend.

That’s exactly how trust works in a workplace. You can’t see it on spreadsheets or dashboards, but it powers everything underneath. And just like any relationship, it needs care, clarity, and regular check-ins. In this blog, we’ll unpack how an employee trust survey helps reveal the strength of that foundation—and how to build it stronger.

Why does employee trust matter more than ever in 2025?

Trust isn’t just a nice-to-have in 2025—it’s become a non-negotiable. Still, research shows that 33% of people don’t trust their employer. As remote work normalizes and employee expectations shift, organizations are being judged not only on what they promise but how they deliver. When fair treatment and trust are strong, teams don’t just perform better—they stay longer.

• Trust directly impacts retention and engagement: Today’s workforce craves transparency, autonomy, and consistency. When leaders build trust in the workplace, employees are more likely to stay, speak up, and go the extra mile. It also boosts trust and employee engagement across all levels.
• Mistrust costs more than you think: Low-trust environments lead to missed deadlines, poor collaboration, and high turnover. Organizations with trust gaps face poor customer satisfaction and higher costs related to re-hiring, performance management, and disengagement.
• Trusted workplace fosters innovation: When people feel safe, they take risks, share bold ideas, and challenge the status quo. A regular trust assessment can uncover what’s blocking innovation and psychological safety in your teams.
• Influences your employer brand: High-trust cultures are more likely to attract top talent, especially in a job market where values alignment matters. Running an employee trust survey shows candidates that you care about listening and improving.
• Trust drives accountability: Trust doesn’t mean “hands off.” It means clear expectations and consistent follow-through. When employees trust leadership, they’re more likely to take ownership of results—no micromanaging needed.
• Strengthens the sense of belonging at work: Employees want to feel safe, heard, and included. A strong sense of belonging at work is impossible without mutual trust. And when that trust is broken, it can affect team morale for months.

What is an employee trust survey?

An employee trust survey is a structured way to measure how much your team trusts the organization, its leadership, and its overall culture. It’s not just about whether people “like” their leadership team—it’s about understanding how safe, supported, and respected they feel, emphasizing the need for consistent follow-up in the day-to-day flow of work.

These surveys typically include questions that explore transparency, fairness, communication, accountability, and inclusion. They help assess whether employees believe leadership acts with integrity, whether feedback is taken seriously, and whether promises are followed by real action.

A well-designed survey acts as a trust assessment, giving you a clear picture of where trust is thriving—and where it’s under strain. It reveals silent patterns that one-on-one meetings or exit interviews might miss, and offers an anonymous space for employees to speak honestly.

Many organizations use these surveys as part of a broader Trust Index Survey to track cultural trends over time. The results offer critical insight into the relationship between trust, team cohesion, and employee engagement, as well as an employee’s sense of belonging at work.

The science behind trust: What your team really needs

Trust may feel intangible, but science proves it’s built on emotional safety, fairness, and consistency. When these elements are present, engagement and collaboration skyrocket. Let’s look at the core ingredients every team needs to trust and thrive.

• Psychological safety is where trust begins: Employees won’t speak up if they fear judgment or backlash. When there’s psychological safety, people feel free to express ideas and concerns. An employee trust survey helps uncover where silence is hiding fear, not comfort.
• Clarity reduces anxiety and confusion: When leadership communicates transparently and consistently, people trust them. When expectations shift without warning, it creates doubt and distance. Strengthening trust in the workplace starts with transparency in goals, policies, and decisions.
• Fairness drives long-term confidence: Unequal treatment, favoritism, or unclear promotions damage trust fast. A fair workplace shows that effort matters more than politics. A trust assessment highlights perceived injustices so they can be addressed with facts, not assumptions.
• Accountability builds dependability: When people own their actions, especially leaders, it shows integrity. Accountability isn't about blame; it's about reliability. That consistency reassures teams and supports mutual trust across levels.
• Empathy fuels emotional trust: Employees want to be seen as people, not just roles. When managers respond with understanding and care, it builds a human connection. Empathy transforms feedback into genuine support.
• Recognition deepens the sense of value: Feeling appreciated builds loyalty and pride. Recognition signals that effort is noticed and contributions matter. This boosts the sense of belonging at work—a key factor in sustaining trust and engagement.

Top 7 reasons companies run employee trust surveys today

Trust has moved from being a vague concept to a measurable business driver. Companies now recognize that strong cultures are built on consistent, transparent feedback loops that support professional growth. Running an employee trust survey is no longer optional—it’s a strategic must.

1. Spot early warning signs before people leave: Disengagement usually shows up quietly, through silence, missed deadlines, or lack of collaboration. A well-timed trust assessment surfaces these patterns early. It gives leaders the insight they need to prevent talent loss before it escalates.
2. Strengthen trust in the workplace: Employees crave transparency, fairness, and honest communication. By asking the right questions, companies can gauge whether trust is present or lacking. The feedback helps reinforce behaviors that support lasting relationships.
3. Support better leadership development: Trust scores often highlight gaps in how managers lead. Companies use survey results to coach leaders, refine communication, and offer targeted development. This strengthens both trust and employee engagement in the long term.
4. Promote a stronger sense of belonging at work: When people feel excluded, they disconnect. An employee trust survey helps organizations understand inclusion gaps and take real steps to close them, creating a healthier, more welcoming environment for everyone.
5. Fuel retention with real data: Relying on gut instinct to retain employees is risky. Trust surveys deliver hard numbers and qualitative insights that show what’s working—and what’s pushing people away. It’s how you make culture decisions backed by data.
6. Build leadership credibility through transparency: Collecting honest feedback and acting on it shows integrity. Sharing survey findings—even the tough ones—demonstrates that leadership values employee voice. It sets the tone for ongoing trust and dialogue.
7. Feed into the trust index survey and benchmarks: Companies aiming to be among the best employers track trust over time. Many plug these insights into a broader Trust Index Survey, comparing internal progress and industry benchmarks using real Trust Index survey questions.

How can trust issues be identified before they escalate?

Trust rarely disappears overnight—it fades in small, often unnoticed ways. The earlier you catch those signals, the easier it is to repair them and avoid negative consequences. Here’s how to spot trouble before it turns into disengagement or attrition.

1. Watch for sudden silence or withdrawal

When once-vocal team members stop speaking up, it’s a red flag. Silence can signal fear, burnout, or a loss of psychological safety. An employee trust survey can validate these signs and reveal what’s driving the distance.

2. Track dips in employee engagement and team morale

Frequent low scores on engagement or mood surveys often reflect deeper trust issues. If people seem present but disconnected, it’s time to dig into feedback and conduct a focused trust assessment.

3. Look for inconsistent behavior in managers

Trust erodes when leaders say one thing but do another. Employees quickly notice broken promises or shifting standards, which can hinder fostering trust . Repeated feedback around fairness or follow-through should not be ignored.

4. Monitor cross-team tension or information hoarding

When teams stop collaborating or withhold updates, it could point to a lack of trust in the workplace. Open, inclusive communication is often the first casualty when trust falters.

5. Use pulse surveys to catch changes early

Short, recurring surveys offer real-time insights into shifting trust levels. They help identify subtle cracks before they widen. Pairing pulse data with your Trust Index Survey results gives you actionable insights and a fuller picture.

50+ Questions every employee trust index survey should include

A great employee trust survey doesn’t just scratch the surface—it digs deep into what really builds or breaks trust. Asking the right questions helps uncover how employees feel, not just what they do.

Here are 50+ trust-focused questions to include in your next Trust Index Survey or internal trust assessment.

1. Do you trust company leadership to make decisions in employees’ best interest?
2. Does leadership follow through on its commitments?
3. Are leaders transparent, even when sharing difficult news?
4. Do you feel safe being honest with your manager?
5. Do leaders’ actions reflect the company’s stated values?
6. Do you trust your team members for mutual support when needed?
7. Do you feel safe speaking up without fear of consequences?
8. Are mistakes treated as learning opportunities here?
9. Do you know who to ask when you need help or clarity?
10. Is important information shared openly and consistently?
11. Do you understand why key decisions are made in the organization?
12. Is your feedback acknowledged and acted upon?
13. Are all employees held equally accountable for their behavior?
14. Do you feel rewards and recognition are distributed fairly?
15. Are promotions in this company based on merit rather than favoritism?
16. Do you trust HR to manage concerns fairly and confidentially?
17. Does your manager actively listen when you raise concerns?
18. Do you feel respected in your role?
19. Is communication between departments open and effective?
20. Are you included in discussions that impact your work?
21. Do you trust that performance evaluations are fair and accurate?
22. Are your contributions regularly recognized?
23. Is leadership open and honest during organizational changes?
24. Are your job responsibilities and expectations clear to you?
25. Do company policies apply equally to everyone?
26. Do you feel a strong sense of belonging at work?
27. Is leadership approachable and available when needed?
28. Do you trust the company to protect employee privacy and feedback?
29. Does the company consistently follow through on its values?
30. Do employees act with integrity in their day-to-day work?
31. Do you trust the people you directly report to?
32. Is there mutual respect across different teams and departments?
33. Are you encouraged to share honest feedback with leadership?
34. Do you feel safe sharing your opinions in anonymous surveys?
35. Does this workplace promote psychological safety for all?
36. Is information freely shared rather than kept siloed?
37. Can you rely on your teammates to meet their commitments?
38. Are you trusted to manage your work without being micromanaged?
39. Does leadership provide a clear vision for the company’s future?
40. Do company actions match their stated goals and values?
41. Are people treated with dignity and respect at all levels?
42. Do leaders acknowledge their mistakes and take responsibility?
43. Do you trust that employee feedback leads to real improvements?
44. Does the company keep its promises to employees?
45. Are you empowered to make decisions about your work?
46. Are people here held accountable for their actions, regardless of rank?
47. Do you feel valued for your individuality, not just for your output?
48. Does the organization prioritize ethical decision-making?
49. Do leaders show empathy when making decisions that affect employees?
50. Are open, honest conversations encouraged at every level?
51. Is the company transparent about goals, performance, and challenges?
52. Do you believe the organization will do what’s right, even when it’s hard?
53. Are you confident that your employee trust survey responses are anonymous?
54. Do you think the Trust Index Survey questions used reflect real workplace concerns?

How to keep survey responses honest and anonymous?

If employees don’t feel safe, they won’t tell you the truth. To make your employee trust survey effective, people need full confidence that their feedback can’t be traced back to them, allowing for more meaningful work. Here’s how to protect privacy while collecting timely feedback and meaningful responses.

1. Use a third-party platform

Surveys managed by external platforms help reassure employees that no internal team has access to individual responses. Tools like CultureMonkey specialize in anonymity, ensuring that feedback goes directly into your trust assessment with no personal identifiers attached.

2. Avoid collecting identifiable data

Don’t ask for names, exact roles, or manager names unless absolutely necessary. Even small data points can make responses feel traceable. Keep your trust index survey questions focused on themes, not individuals.

3. Communicate your privacy safeguards clearly

Before sending out your employee trust survey, explain how data will be collected, who will see it, and how anonymity will be protected. This transparency builds the trust in the workplace that you’re trying to measure in the first place and can be enhanced by open ended prompts.

4. Aggregate responses by team size

Avoid sharing results for very small teams where individuals might be identifiable. Only report data when there are enough responses to ensure anonymity—this protects participants and encourages employee satisfaction and open feedback.

5. Don’t punish or react to specific feedback

If employees see retaliation for feedback, even indirectly, trust collapses. A safe survey environment means listening without defensiveness and responding with action instead of blame.

Avoiding employee survey fatigue while measuring trust

Too many surveys—or poorly timed ones—can make employees tune out. When trust is the goal, overwhelming people with questions can have the opposite effect.

Here's how to keep your employee trust survey process impactful without causing burnout.

• Keep surveys short and focused: Aim for quality over quantity. Instead of cramming in every possible question, select 8–12 high-impact Trust Index Survey questions per pulse. Shorter surveys increase completion rates and allow employees to stay engaged without feeling drained.
• Don’t send surveys too frequently: A monthly check-in may be too much for some teams. Choose a cadence that reflects your organization's pace; quarterly pulses or biannual trust assessments can be more effective and sustainable.
• Share results and next steps: Nothing fatigues people faster than surveys that go nowhere. When you act on feedback and tell employees how you're doing it shows that their voices matter. That alone helps rebuild trust in the workplace.
• Use alternating formats: Mix it up: follow a longer employee trust survey with one or two quick polls. This keeps the process dynamic and prevents response fatigue from setting in.
• Ask for feedback on the feedback process: Let employees tell you if the survey frequency or length feels excessive. It’s a meta-move that builds trust while helping you refine your approach.

How to act on trust survey results, without breaking trust?

Collecting feedback is just step one—the real test of trust in the workplace comes when leaders take action. Mishandling survey results can backfire, turning hope into skepticism and undermining ethical behavior.

Here’s how to follow through without undermining your employee trust survey.

• Acknowledge the results publicly: Don’t keep the data hidden. Share high-level findings with the entire team—even the uncomfortable ones. This transparency shows that the trust assessment wasn’t just performative and that you respect employees’ honesty.
• Prioritize issues employees care about most: You can’t fix everything at once. Focus on the top 2–3 areas employees highlighted. Addressing what matters most demonstrates that you're listening, not just checking a box on a trust index survey.
• Involve employees in the solutions: Instead of designing fixes in a silo, invite employees into the problem-solving process. This gives them ownership and reinforces trust in the workplace by showing that their voice continues to shape change.
• Avoid rushed or vague commitments: Saying “we’ll work on it” without specifics erodes trust faster than saying nothing. Share clear action steps, timelines, and who’s responsible. That builds confidence in your response to the employee trust survey.
• Communicate early, often, and honestly: Don’t wait until everything’s fixed to start sharing updates. Regular check-ins—even just to say “we’re still working on it”—keep people informed and involved. Silence can breed doubt.
• Re-measure and reflect: After a few months, run a follow-up trust assessment to track progress. Let employees know how their feedback led to action, and how you’re holding yourself accountable. This feedback loop strengthens long-term trust.

What to do if your trust scores come back low?

Low scores on an employee trust survey can feel like a gut punch, but they’re also a gift. They reveal honest opinions that people might not say aloud and give you a chance to change course. Here's how to respond with intention, not panic.

• Don’t get defensive, get curious: Treat low scores as data, not an attack. Review your trust assessment with a mindset of discovery. The goal isn’t to fix your reputation; it’s to understand what employees are experiencing and why.
• Hold safe-space discussions: Use small-group conversations or anonymous follow-ups to dig deeper into survey themes. When employees see you're willing to listen and learn, it rebuilds trust in the workplace—even before formal changes begin.
• Own what needs improvement: Acknowledge shortcomings openly. Saying “we heard you, and we could’ve done better” is more impactful than corporate spin. Owning up to low Trust Index Survey results can actually increase credibility.
• Create short-term and long-term plans: Quick wins (like clearer communication) show urgency, while long-term projects (like revising manager training) demonstrate commitment. Balancing both helps rebuild trust at multiple levels.
• Show consistent follow-through: Trust is built in actions, not announcements. Keep updating teams on progress—even if it’s slow. When employees see you’re not just reacting but truly evolving, the employee trust survey becomes a symbol of growth, not failure.

Pulse vs. deep-dive trust surveys: Which one do you need?

Choosing between survey types isn’t just about length—it’s about intent. Pulse and deep-dive formats both serve a purpose in your employee trust survey strategy. Let’s compare the two and help you decide what fits your team best.

How to turn feedback into meaningful culture change?

Collecting feedback is only as good as what you do with it. The shift from data to action is where most companies either build or break culture. If you want your employee trust survey to spark real change, here’s where to start.

• Connect feedback to company values: Don’t treat feedback as a standalone initiative. Link what you’ve learned from your trust assessment back to your organization’s core values—this alignment helps reinforce purpose and makes change feel authentic, not performative.
• Prioritize based on employee impact: Focus first on areas that affect employees daily, like communication, workload, or manager behavior. By acting on what's closest to them, you demonstrate that trust in the workplace matters and that you're listening with intent.
• Empower leaders to model the change: Top-down change only works if leaders walk the talk. Managers should actively support new initiatives and acknowledge the employee trust survey feedback in their interactions. This boosts both trust and employee engagement across teams.
• Build accountability into the process: Assign owners to specific action items and create clear timelines. Regular progress updates signal that feedback is taken seriously and that culture shifts aren’t just short-term reactions—they’re part of a long-term plan.
• Measure, iterate, and repeat: Culture change isn’t a one-time project. Revisit trust index survey results regularly to check progress. Use pulse surveys to track if changes are sticking, and adjust based on qualitative feedback to keep evolving.

Real-world trust survey examples from top organizations

PwC reported that 55% of CEOs think that a lack of trust is a threat to their organization’s growth. So, it's time that companies take it seriously to build employee trust. And some of the most admired companies today didn’t get there by guessing what employees need—they listened. These positive examples show how leading brands used employee trust surveys to surface insights, strengthen culture, and build lasting credibility. Here's how they did it.

• Salesforce linking trust to leadership behavior: Salesforce runs quarterly Trust Index Surveys focused on leadership transparency and ethical decision-making. When results showed gaps in manager communication, they rolled out trust-building workshops and improved leader visibility, boosting trust and employee engagement across regions.
• Microsoft uses surveys to track psychological safety: Microsoft prioritizes trust in the workplace by tying feedback directly to psychological safety. Their employee trust survey includes questions about speaking up and taking risks without fear. Survey insights shaped team rituals that encourage open dialogue and innovation.
• Patagonia's trust through autonomy and mission alignment: Patagonia’s trust assessment strategy reflects its mission-driven culture. Trust surveys helped uncover that employees craved more freedom in decision-making. In response, leadership expanded flexible policies and team-led initiatives, improving both retention and trust levels.
• Cisco acting fast on real-time pulse surveys: Cisco uses short, frequent pulse surveys to stay ahead of trust breakdowns. When one region’s trust scores dipped, local leaders quickly initiated feedback sessions and team check-ins. This agility helped prevent long-term fallout and restored confidence.
• Netflix prioritizing candid feedback and reflection: Netflix is known for radical transparency, and their employee trust surveys reflect that. After trust scores flagged concerns around fairness in promotions, HR revised internal mobility processes and published new guidelines to ensure equity and rebuild trust in workplace systems.

How does CultureMonkey help you build trust through smart, anonymous surveys?

Building trust starts with listening—and not just once a year. CultureMonkey gives you the tools to run meaningful, anonymous employee trust surveys that uncover what your people really think. Here’s how it helps you turn insight into real impact.

• Smart, customizable survey templates: CultureMonkey offers prebuilt and editable trust index survey templates designed by experts. You can tailor questions to match your industry or use case, ensuring each trust assessment feels relevant and personalized for your workforce.
• Anonymity that builds honesty: Employees are more likely to speak the truth when they feel safe. CultureMonkey’s guaranteed anonymity drives honest responses, making it easier to spot real issues around trust in workplace dynamics, leadership gaps, or team morale.
• Real-time analytics and dashboards: The platform’s intuitive dashboards turn raw feedback into digestible insights. You can instantly track shifts in trust and employee engagement, drill down by department, and act quickly before concerns escalate.
• Seamless action planning and follow-through: CultureMonkey doesn’t stop at surveys. It helps you assign owners, track outcomes, and follow up on trust-building initiatives—so your employee trust survey results don’t just sit in a PDF. They fuel real, cultural momentum.

Conclusion

Trust isn’t a one-time checkbox—it’s a living, breathing part of your workplace culture. As 2025 brings new expectations around transparency, belonging, and leadership, measuring trust has never been more critical. A well-designed employee trust survey doesn’t just collect feedback; it reveals what’s working, what’s broken, and where your teams need you most.

But feedback alone won’t move the needle—it’s what you do next that matters. When you listen, act, and follow through, trust deepens. If you’re ready to start asking the right questions and making data-backed changes that stick, CultureMonkey can help.

Their anonymous, customizable surveys and intuitive dashboards turn insight into culture change—one honest response at a time. Ready to build lasting trust? Start with CultureMonkey.

Summary

A strong sense of trust in the workplace drives engagement, loyalty, and resilience. Companies that measure trust proactively are better equipped to retain top talent.

Through smart and anonymous formats, employee trust surveys uncover silent friction, misalignment, or leadership blind spots that can’t be detected otherwise.

Whether you're using a Trust Index Survey or a quick pulse check, action planning and communication are what turn insights into lasting change.

One-time efforts don’t cut it. Blending pulse and deep-dive surveys helps you build a reliable trust assessment rhythm throughout the year.

From anonymity to real-time analytics, CultureMonkey gives you everything you need to measure, understand, and strengthen trust at scale, without breaking it.

FAQs

1. What is the trust index survey?

The trust index urvey is a structured questionnaire used to measure employees' perceptions of trust in leadership, fairness, communication, and integrity within the workplace. It helps organizations gauge overall employee sentiment and spot trust gaps early. Many companies use it as a benchmark tool to compare trust levels across departments or against industry standards.

2. What is the main purpose of an employee trust survey?

An employee trust survey helps organizations identify how much employees trust leadership, coworkers, and company decisions. The goal is to uncover hidden concerns, improve communication, and strengthen culture. By acting on this data, companies can build deeper connections, support transparency, and directly impact employee loyalty, engagement, and long-term retention.

3. How do I make sure employees feel safe answering trust surveys?

Ensure the employee trust survey is 100% anonymous and clearly communicate that responses can’t be traced back. Use a trusted third-party platform like CultureMonkey to reinforce safety. Avoid leading questions and assure staff that honest feedback will be respected, not punished. Transparency about the survey’s intent also boosts participation and trust.

4. How often should we run an employee trust survey?

You should run pulse trust surveys quarterly and deeper trust index surveys once or twice a year. This balance helps monitor real-time sentiment while capturing in-depth insights. Regular cadence builds trust, keeps communication open, and allows for timely adjustments before trust issues escalate into bigger engagement or retention problems.

5. What kind of questions measure employee trust effectively?

Effective trust assessment questions focus on transparency, fairness, support, and psychological safety. Ask things like: “Do you trust leadership to make ethical decisions?” or “Can you speak up without fear of retaliation?” Use a mix of rating scales and open-ended questions measures confidence and emotional trust levels in teams.

6. What should we do after collecting trust survey data?

Review the results with honesty and urgency. Identify key themes and pain points, then create an action plan with deadlines and ownership. Communicate findings openly, so employees feel heard. Follow-through is crucial—visible changes based on survey input are what actually rebuild trust in the workplace and prove that feedback matters.

7. Can trust surveys really improve engagement and retention

Yes. Regular employee trust surveys allow companies to address concerns before they drive talent away. By acting on feedback, organizations show they care—this improves morale, loyalty, and transparency. Companies that measure and improve trust and employee engagement often see higher retention rates, which is essential to retain talent. , better productivity, and a more connected culture overall.