Trust: The Foundation of a Strong Team

When you bring a new team member on board, you’re making a fundamental decision—you trust them. You believe in their capabilities, their intent, and their potential to contribute. That’s why I’ve always believed that trust should be the starting point, not something earned over time.

Too often, leaders hold back, waiting for proof that a new hire will deliver. But imagine starting a new job with the underlying message: “We’ll see if you’re good enough.” It creates hesitation instead of ownership. On the other hand, when a leader communicates trust from day one, it signals confidence and accountability.

Many years back, I had a very high-potential team member join me. He had offers from multiple companies, but something clicked about the mission of the company I was working at, and he decided to join us. A few days later, when I checked in with him, he said he was doing okay. But then, interestingly, when I checked in again a few days later, he said, “Ishan, I have seen you in action, and I don't trust you a lot.” I was surprised, but I immediately responded, “That's okay. I don’t expect you to trust me. I would love to earn your trust as we work together. But at the same time, I want to let you know that I trust you.” Over the next few months, we worked on many projects together, building trust through actions, not just words. Fast forward to today, and this person remains one of my most trusted professional relationships.

Trust is not static. It’s a bank account that gets built up with every credible delivery or eroded with each misstep. Some employees will continually reinforce that trust, showing reliability, ownership, and growth. Others may struggle, and over time, that trust can fade. But the key is to start from a place of trust rather than skepticism.

Think of your own career—when did you do your best work? Likely when someone believed in you, gave you space to execute, and supported your growth. As a leader, that’s the culture you need to build. Trust isn’t just a nice-to-have—it’s the most important currency in building high-performing teams.

So, next time a new hire joins, let them know: “I trust you.” Then, see how they rise to the challenge.