The Effect of Trust and the Invisible Crisis

In the modern organizational landscape, trust has emerged as a pivotal yet often overlooked element that directly influences productivity, talent management, and overall business performance. Referred to as the “invisible currency of organizations,” trust functions as a unifying factor, underpinning employee engagement, loyalty, and operational efficiency. 

“Trust is the real currency that unites topics beyond finance. According to the Great Place to Work model, trust is built when organizations value the employee’s opinion and create environments where people believe the company has solid business practices,” says Renán González, CEO Mexico, Caribbean, and Central America, Great Place to Work.

Recent analyses reveal a global decline in organizational trust, underscoring what has been termed a “silent crisis.” Across multiple regions, indicators of organizational trust show a downward trend. Globally, 58% of certified companies tracked by Great Place to Work reported an average decrease of 1.8 percentage points in the Trust Index between 2023 and 2024. Mexico mirrors this trend, with its Trust Index falling by two percentage points over the same period, from 85% to 83%. Concurrently, INEGI’s Business Confidence Index recorded 48.7 points in June 2025, entering the “pessimism zone” and reflecting a 13% decline since 2021.

“Mexico’s main commercial partner is the United States, where tariffs can change every 120 days. If the confidence index continues to decline year after year, we must ask ourselves what structural changes are needed to rebuild trust,”  says González.  He notes that this macroeconomic uncertainty intensifies the need for organizations to focus on strengthening internal trust dynamics.

Trust is not an abstract concept but a measurable outcome of the Sustainable Equation, which links productivity, talent retention, and loyalty to confidence. Organizations that maintain high levels of trust tend to exhibit stronger productivity metrics, more engaged employees, and higher retention rates. In this framework, trust acts as both an input and a result of effective leadership, organizational practices, and collaborator engagement. “One of the strongest investments we can make to reverse these numbers is implementing effective talent and productivity practices that help leaders truly understand performance across their teams,” says González.

Three primary drivers underpin trust in organizations: leaders, practices, and collaborators. Leadership credibility, transparency, and consistency directly influence employee confidence and organizational resilience. Operational policies, recognition programs, and communication strategies reinforce trust at a structural level. Finally, employee behavior and engagement are the most efficient drivers of trust, as peer-to-peer interactions and internal networks amplify or undermine confidence within teams.

“Trust is fundamental. The challenge for any company today is to determine whether the essential elements of productivity, talent management, and leadership are being fulfilled — and to actively promote them within every area,” says González. “Development is a powerful word, especially when it becomes part of a company’s culture.”

Beyond internal morale, declining trust carries tangible consequences for innovation, talent acquisition, and cultural sustainability. Organizations experiencing low trust levels are more likely to encounter reduced productivity, higher turnover, and diminished performance outcomes. González emphasizes that “organizations that achieve high levels of certification and performance tend to have stronger results. Simple structures and a culture that empowers people to create, innovate, and develop projects lead to deeper commitment and engagement.”

He also points out that trust must be nurtured at every level of the organization. “On a personal level, trust takes time to earn. As employees, we build trust with our leaders through consistent work and integrity. When leaders act with transparency, that trust naturally extends to the entire organization,” says González.

Addressing the invisible crisis, therefore, requires concrete actions rather than mere communication. Practical strategies may include revamping leadership training, introducing transparent operational practices, and fostering a culture where employees are empowered to actively shape trust dynamics. “In a world where trust shifts daily and uncertainty is constant, the challenge is to ensure that every organization builds a model of trust that becomes a shared value across all its people,” says González.

The invisible crisis of declining trust represents both a challenge and an opportunity for organizations. By systematically addressing the drivers of trust, businesses can reinforce confidence, enhance performance, and sustain competitive advantage. As organizations navigate an increasingly complex environment, trust is not optional; it is an essential currency for long-term success.