Employee engagement often feels like a moving target. Still, a recent study conducted by a global management consulting firm found that the key element often missing from the equation is trust. According to the study, employees who feel trusted by their managers are more productive, engaged, and likely to stay with their company. Building trust, though, can be a difficult prospect. To start, managers must be transparent in their communication and decision-making, providing clarity and honesty in their actions. It’s also essential to communicate effectively by actively listening and providing constructive feedback to employees. Finally, managers should demonstrate a genuine interest in their employees’ well-being by being supportive and offering guidance when needed. Consistent feedback and recognition, which can help employees feel valued and motivated, is also crucial. Managers should recognize and reward their employees’ efforts, providing positive feedback and constructive criticism to encourage continuous improvement. Building trust and engagement takes time and effort, but the results are worthwhile. Managers must prioritize the development of trust with their employees, as it can help drive employee engagement and lead to long-term benefits for the organization.