Healthy Organisation

Doubting our Colleagues’ Honesty – TRUST – 3

When people question each other’s intentions, trust erodes and cooperation becomes defensive instead of open.

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Where you’ll notice this in a team

This problem shows up when team members start questioning each other’s motives rather than focusing on the work itself. It often appears quietly, through assumptions and interpretations rather than open accusations.

• In conversations: people read hidden intentions into neutral comments or questions.
• In collaboration: suggestions are dismissed because of who said them, not what was said.
• In decision-making: people assume others are protecting personal interests.
• In feedback situations: feedback is perceived as manipulation rather than support.
• In informal talk: speculation and gossip replace direct clarification.

Instead of addressing issues openly, people begin to protect themselves and limit how much they share.

Why it happens

Doubting colleagues’ honesty rarely starts without a reason. It is usually the result of accumulated experiences and unclear communication.

• Past disappointments: promises were broken or expectations were not met.
• Lack of transparency: decisions are made without explanation.
• Inconsistent behavior: words and actions do not align.
• Unclear incentives: people don’t understand what others are rewarded for.
• Organizational politics: survival strategies replace collaboration.

When these signals are ignored, suspicion becomes the default lens through which actions are interpreted.

How it affects results

Teams that doubt each other’s honesty struggle to build momentum. Energy is spent on protecting positions instead of solving problems.

• slower decision-making,
• reluctance to share ideas or concerns,
• defensive communication,
• increased misunderstandings and conflicts,
• declining engagement and motivation.

How to reduce and overcome it

Rebuilding trust requires consistent behavior and clarity, not slogans or one-off initiatives.

1. Clarify intentions: explain the reasoning behind decisions and actions.
2. Align words and actions: follow through on commitments, even small ones.
3. Address assumptions early: encourage people to ask instead of guessing.
4. Create transparency around incentives: make goals and evaluation criteria visible.
5. Model openness as leaders: trust grows when leaders show consistency and honesty.

Trust rebuilds gradually when people experience predictability and fairness over time.

Practical communication tools

These tools help teams replace assumptions with clarity and open dialogue.

• Assumption check: ask “What evidence do we actually have for this conclusion?”
• Intent clarification: explicitly state the purpose behind requests or feedback.
• Decision transparency: briefly explain how and why decisions were made.
• Direct questions: encourage asking colleagues directly instead of speculating.
• Consistency review: regularly reflect on whether actions match stated values.

Recommended reading and resources

• Harvard Business Review – Building trust in teams
• Google re:Work – How managers build trust
• MindTools – Trust-building communication
• Atlassian – Creating clarity and alignment
• McKinsey – Trust, culture, and performance