Building trust as a leader is one of the most important factors in shaping workplace culture and team performance. When staff trust their leaders, they are more likely to communicate openly, collaborate effectively and stay engaged. Without trust, teams may experience low morale, poor accountability and high turnover.

Trust in leadership is built through consistent actions, transparency, follow-through and a commitment to fairness. This article outlines some actionable strategies for building trust in the workplace. These include leadership behaviors that promote trust, practical team exercises, methods for repairing broken trust and ways to sustain it over time. 

How Do Leaders Build Trust in the Workplace?

Research published in the MIT Sloan Management Review suggests trust is linked to employee engagement, reduced absenteeism and retention. But, as a leader, how do you build trust in the workplace? Earning and keeping trust is a marathon, not a sprint. It’s the result of consistent behaviors over time.

Leadership expert and award-winning author Frank Sonnenberg, author of Follow Your Conscience, Marketing to Win and Managing with a Conscience emphasizes that “good intentions are just the beginning.” His work on leadership focuses on living with character, values and personal responsibility. He discusses core behaviors that build credibility for those in leadership roles. Here are 10 strategies that leaders can implement as long-term habits aligned with Sonnenberg’s concepts. 

Communicate Openly and Honestly

Transparency is vital. Leaders should share information, admit mistakes and provide clear rationale behind decisions. This openness fosters a safe environment where employees feel valued and included. 

Sonnenberg emphasizes this principle: “Take the time to provide the rationale behind your recommendations.” For example, if a strategy changes mid-project, a leader might say, “Here’s what shifted, here’s why we’re pivoting and here’s how it affects us.” 

Encourage Employee Autonomy and Ownership

Empowering employees to take initiative and make decisions demonstrates trust in their capabilities. This autonomy boosts confidence and fosters a sense of ownership over their work.

You might say: “I trust your judgment on this. Take the lead and let me know what you need.” Giving people decision-making power helps them grow and signals that you believe in them. 

Give Credit Where Credit is Due

Recognizing and celebrating team members’ achievements boosts morale and reinforces a culture of appreciation and respect. Sonnenberg reminds us, “You gain more by making others look good than by singing your own praises.” 

Be Consistent and Reliable

Consistency in actions and decisions creates a sense of predictability, which is a building block of trust. Leaders should follow through on commitments and keep their behavior and reactions steady. 

This means you show up when you say you will, honor deadlines and handle tough moments with emotional steadiness. As Sonnenberg notes, “A promise should be as binding as a contract.”

Show Empathy and Understanding

Sonnenberg’s guidance is to: “Show people that you care about their needs.” Taking the time to understand employees’ perspectives and challenges demonstrates genuine care and concern, strengthening the leader-employee relationship and building trust at work. If someone is overwhelmed, try asking: “What’s your biggest stressor right now, and how can I help make it more manageable?”

Provide Constructive and Objective Feedback

Offering timely and constructive feedback helps employees grow and shows that leaders are invested in their development. It’s also important to remember that how you provide the feedback is crucial, and Sonnenberg reminds us: “Be objective.”

One idea for leaders is to use the “Situation-Behavior-Impact” model, as outlined by the Center for Creative Leadership. In this model, you clarify the situation, describe the behavior and explain the impact. For example: “In today’s meeting, I noticed you spoke over some of your colleagues. It cut their ability to contribute to the conversation short. Let’s work on giving others space to finish.” Being objective and focusing on the problem when providing feedback can help resolve issues. 

Lead by Example

Leaders should embody the values and behaviors they expect from their team. Demonstrating integrity, accountability and professionalism sets the standard for others to follow. Sonnenberg explains it well: “Your actions must match your words.” If you ask for transparency, model it yourself, especially in moments of difficulty. 

Foster a Collaborative Environment

Encouraging teamwork and open dialogue promotes mutual respect and shared responsibility, essential components of a trust-filled workplace. Make collaboration a norm by soliciting diverse opinions and rewarding group wins. Ask: “Whose perspective haven’t we heard yet?”

Leaders can also ensure they are promoting true collaboration by being part of the solution. As Sonnenberg shares: “Never ask someone to do something that you’re not willing to do yourself.”

Be Transparent About Challenges

Openly discussing obstacles and setbacks enables teams to face challenges collaboratively and with greater resilience. When transparency is the norm, team members aren’t worried about being left in the dark or caught off guard by the unexpected. 

Invest in Personal Connections

Taking the time to know team members beyond their professional roles builds rapport and a deeper sense of trust. Start meetings with a brief personal check-in, or follow up on something someone shared last week. These simple touches matter. As Sonnenberg mentions, you can’t “expect people to look up to you if you look down on them.” 

These strategies are central to how leaders build trust and create a strong foundation for high-performing, connected teams. 

Quick Tip: To further strengthen your leadership toolkit, explore these 5 tips for fostering a sense of trust and 8 tried-and-true steps for building trust. 

How to Build Trust in a Team

Day-to-day interactions and shared experiences solidify trust within a team and aid in building trust as a leader. Intentional activities like trust team-building exercises that promote openness, collaboration and vulnerability can accelerate trust-building in powerful ways. 

Trust Team Building Ideas and Exercises

Trust is built through consistent, meaningful engagement. Engaging the whole company in trust-building exercises for leadership teams like these can strengthen bonds and enhance workplace dynamics:

• Team Retrospectives (or After-Action Reviews): After major projects or milestones, gather the team to discuss what went well, what didn’t and what could be improved. Emphasize learning over blame. This builds psychological safety, an essential ingredient for trust. 
• “Failure Stories” Sessions: Normalize vulnerability by creating space for team members (and you, as the leader) to share professional setbacks and what was learned from them. These honest conversations strip away perfectionism and help teams humanize each other, deepening connection and mutual respect. 
• Role Clarity Workshops: Many workplace trust issues stem from confusion about who owns what. Host quarterly check-ins where team members openly discuss responsibilities, overlaps and boundaries. Ensuring everyone understands their roles reduces friction, builds accountability and reinforces trust through transparency. 
• 360-Degree Feedback Rounds: When done respectfully and constructively, 360 feedback helps teams grow stronger. Encourage regular peer-to-peer feedback alongside leader-to-team assessments. Structure rounds with questions like “What’s something I do well that helps the team?” and “What’s one behavior I could improve on?” Questions should focus on growth, not judgment. 
• Cross-Training and Job Shadowing: When team members understand each other’s roles, they’re more likely to show empathy and support during busy or stressful periods. Create opportunities for employees to shadow or temporarily assist each other in their roles. This boosts collaboration and cultivates appreciation for different contributions.
• Team Charter Creation: Collaboratively create a “team charter” that outlines shared values, behavioral norms and how conflict will be handled. Revisit it regularly to ensure the team is living up to the agreements. When everyone co-creates ground rules, they’re more likely to buy in and hold each other accountable. 
• Monthly “Trust Pulse” Check-Ins: Schedule 15-30 minute monthly discussions (as a team or one-on-one) focused solely on team health. Ask questions like: “Do you feel heard on this team?” or “Is there anything that’s blocking your ability to trust the process or people?” Treat this as maintenance, not crisis management. 
• Shared Goals, Shared Wins: Instead of siloed performance metrics, set shared team goals. Celebrate wins collectively. This fosters collaboration over competition and reinforces everyone’s efforts to contribute to the bigger picture. 

Incorporating these team-building and trust activities can significantly enhance team cohesion. 

Overcoming Trust Issues in the Workplace

Trust can be fragile. Recognizing and addressing breaches promptly is key. When trust begins to erode, it often stems from a few common issues: miscommunication, inconsistent leadership behavior, perceived favoritism, broken promises or unresolved conflicts. Even high-performing teams can experience setbacks when expectations aren’t clearly communicated or when team members feel unheard or undervalued. 

If trust issues have surfaced, here’s what leaders can do to address the damage and begin rebuilding belief in leadership and the team:

• Acknowledge the Issue: Ignoring broken trust can exacerbate problems. Leaders should address issues directly and empathetically. Clear communication and consistent follow-through are key to building trust with employees, especially after mistakes or misunderstandings have occurred.
• Apologize and Make Amends: A sincere apology, coupled with corrective actions, can pave the way for re-establishing trust. 
• Implement Transparent Decision-Making Processes: Clarify how and why key decisions are made, consistently explaining the rationale behind any changes. This reduces suspicion and builds clarity-based trust. 
• Establish a Clear Accountability System: Create structured accountability by setting clear expectations, following through on commitments and applying standards fairly across the board. 
• Handle Conflict Constructively: Don’t let tension fester. Address conflict directly, facilitate open dialogue between team members and build discussions toward solutions. 
• Be Visible and Consistent as a Leader: During periods of low trust, consistency is the remedy. Show up, follow through and communicate regularly to build a sense of security. 

The Ongoing Process of Building Trust in Leadership

Building trust in leadership is a continuous journey. Leaders must consistently demonstrate behaviors that foster trust, adapt to evolving team dynamics and remain open to feedback. The path may not be easy, but the results can be well worth the effort. Try practical strategies from leadership experts like Sonnenberg, along with simple actions, to build trust and become a leader your team knows they can count on.

If you’re looking to strengthen your leadership skills and build deeper trust with your team, SUCCESS Coaching offers personalized programs dedicated to your growth. You can also explore SUCCESS Leadership Lab, which is full of practical tools, workshops and resources to help you lead with clarity, connection and confidence.

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While some organizations are scaling back diversity, equity and inclusion (DEI) efforts, others are maintaining their efforts. There’s also still a growing focus on DEI and inclusive company culture in the workplace, especially in corporate and startup companies. The shift toward diversity and inclusion in the workplace isn’t just a moral imperative–it can be a strategic advantage.

DEI not only promotes social responsibility in the workplace—it can also drive success. Diversity and inclusion encourage innovation, improve team performance and support employee well-being. Plus, it’s what employees want. According to LinkedIn, 80% of job seekers want to work for a company that values DEI initiatives. The Pew Research Center concurs, adding that most workers believe DEI in the workplace is beneficial and DEI-related policies have had a positive impact. 

This article explores the benefits of an inclusive company culture and details diversity and inclusion strategies to prepare organizations for long-term success.F

Understanding Diversity, Equity and Inclusion in the Workplace

It can be helpful to break down the terms surrounding DEI in the workplace. 

Diversity 

Diversity is the representation of individuals in an organization with varying backgrounds based on race, age, gender, neurodiversity, political beliefs or religion. The more variety among workers, the more diverse the company is.

Equity 

Equity in the workplace refers to people being treated fairly and justly, creating an environment that doesn’t involve bias or favoritism. It recognizes that every person is unique and has their own unique needs. An equitable workplace works to make resources and opportunities available and accessible to everyone, taking into account their unique differences.  A key differentiator of workplace equity vs. equality is that there is access and opportunity based on each person’s individual needs. Tailoring resources and learning opportunities according to employee needs, transparent communication and merit-based pay are examples of equity in the workplace. 

Inclusion 

Inclusion refers to how well the presence and perspectives of workers are integrated into the environment. A truly inclusive workplace goes beyond hiring quotas—it’s about equity in the workplace and representation at all levels. Inclusive employees should also feel psychologically safe, meaning they feel comfortable speaking up and expressing concerns without fear of repercussion.

Belonging 

More recently, some companies have begun including the component of belonging. Rather than DEI, it becomes DEIB. This element refers to a genuine welcoming and desire for diversity and inclusion to exist in the workplace and for individuals to feel supported and valued. It goes beyond traditional DEI to create a positive community where everyone has psychological safety, ensuring people feel comfortable and included. 

Incorporating All the Elements 

A company that focuses on both diversity and inclusion will enjoy a diverse team set up for success. But performative actions don’t mean anything without authentic inclusion. It’s the difference between intent and impact. 

A diverse workplace doesn’t necessarily mean it’s inclusive. Diversity without inclusion can be toxic, while inclusion without diversity can stagnate a company. Companies need both. An environment that might seem diverse but where the perspectives of certain groups are valued over others is certainly not inclusive. For example, are 50% of your employees female, but none of them are managers? If so, you may be diverse in regard to gender, but if no women hold high-ranking positions, the company is not inclusive. Diversity and inclusion in the workplace are both needed to ensure equity.

The Tangible Benefits of Workplace Diversity and Inclusion Strategies

When companies invest in diversity and inclusion initiatives, they gain significant benefits, including enhanced creativity, innovation, profits, engagement and designs. 

Higher Creativity, Innovation and Decision-Making Performance

According to The Chartered Institute of Personnel and Development, “Multicultural teams are more creative than homogenous teams, as colleagues are able to share unique perspectives and experiences.” Similarly, a recent study found that “fostering an inclusive work environment can enhance a firm’s innovative capacity.” When a group with different perspectives and varied backgrounds comes together, they’ll likely push each other to think outside the box. This can result in new ideas and approaches. It could also contribute to better solutions and decision-making capabilities. 

Increased Profitability 

Companies in the top 25% for ethnic and cultural diversity were 36% more profitable than those in the bottom quarter, and when women are well represented in the C-suite, profits can be almost 50% higher, according to a 2020 McKinsey report. A follow-up McKinsey & Company report (2023) suggests that not only is there still a case for diversity, equity and inclusion, but that the need continues to become more important. From their global perspective, diversity benefits extend from leadership levels to boards. When reporting findings on boards of directors, McKinsey’s 2023 report found that companies in the top range for board-gender diversity were 27% more likely to have better financial performance, and those in the top range for ethnically diverse boards were 13% more likely to have better financial performance. 

More Accurate Product Design and Marketing Across Audiences

Diversity and inclusion in the workplace can help attract diverse talent from a bigger talent pool and increase your chances of finding the best hire. A diverse team can then contribute more accurate product design and marketing across diverse audiences by incorporating a wider range of perspectives, backgrounds and experiences. 

Take Rihanna’s line, Fenty Beauty, for example. Her inclusive move to launch 40 foundation shades matching a much broader range of skin tones skyrocketed to a commercial success that reshaped the beauty industry. TIME Magazine named Fenty Beauty one of 50 Genius Companies in 2018, stating it “reportedly made $100 million in sales in the first 40 days on the market.” 

Better Employee Engagement, Trust and Retention

According to Glassdoor, 76% of employees and job seekers say diversity “is an important factor when evaluating companies and job offers.” 

Inclusive workplace strategies can lead to happy employees and lower turnover rates. They also lead to better employee engagement, trust and retention. When employees are engaged and feel trusted, respected and valued—they are more likely to not only stay in their jobs but also put in the extra effort, which ripples into profitability and increased morale.  

DEI in the Evolving Workplace: Inclusive Language and Leadership Skills

The modern workplace has new challenges regarding inclusive communication and collaboration. The rise of remote and hybrid roles has many positive aspects, like flexibility and the opportunity to work with people around the globe. Yet, there are also potential downfalls, like a lack of visibility and recognition. Effective communication can be more difficult when relying solely on technology. However, as remote and hybrid work evolves, so must approaches to inclusion, accessibility and cross-cultural collaboration.

Provide Accessible & Equitable Workspaces

One way to make your business more inclusive is to build accessible, equitable workspaces, both digitally and physically. In-person office spaces should comply with ADA accessibility laws. All employees, whether remote, hybrid, or in-person, should also have access to accessible learning tools and technology, if needed. 

Supporting Mental Health and the Needs of a Diverse Workforce

Employers should also normalize mental health days and expand benefits to include mental health resources like therapy stipends and mindfulness apps. Supporting mental health and work-life balance across diverse needs positively impacts DEI efforts by creating a more inclusive environment where you’ll reduce burnout, improve retention and attract a diverse pool of talent.

Use Inclusive Leadership With Global Teams 

When managing global virtual teams, learning inclusive leadership skills is vital. When speaking with people across different geographies and from different backgrounds, you’ll gain cultural intelligence, which refers to the ability to work effectively with varied cultures. In today’s landscape, it’s critical for leaders to manage global teams where employees feel safe and included, with the confidence to share diverse perspectives. 

How Leaders Can Champion Racial Equity and Inclusive Leadership Skills

Embedding inclusive practices into hiring, onboarding and promotions is one way to create diversity and inclusion in the workplace. Farah Bala is Founder and CEO of FARSIGHT, a leadership development and coaching consultancy that prioritizes equity, diversity, inclusion and anti-oppression as a core competency of leadership. She shares tips on improving DEI in the workplace below. 

Craft Inclusive Job Postings 

To start, she suggests crafting job postings “free from gendered, ableist or otherwise coded terminology,” and then “regularly review and update job descriptions to reflect values of equity, belonging and accessibility.”

Reduce Bias in Resume Reviews and Interviews 

When reviewing resumes and throughout the screening process, Bala suggests “[removing] identifying information where possible to reduce bias.” This creates a blind system so those reviewing resumes won’t see demographic characteristics, thereby reducing bias and supporting more equitable hiring outcomes.

Then, consider establishing a diverse interview panel. Offer DEI training for HR professionals and hiring managers on addressing unconscious bias in the workplace, and provide policies regarding what can’t be asked during an interview.

Offer Unconscious Bias Training Sessions

All humans have biases; if you think you’re unbiased, you’re wrong. Offering unconscious bias training sessions is a solid way to gain awareness and understand the impact of subconscious bias. Tools like the Implicit Association Test can also help individuals explore and uncover potential biases. A business ethics certificate can also be a valuable tool to achieve bias reduction in recruitment. 

Help Employees Feel Supported & Connected

Once employees are hired, establish (if they’re not already in place) employee resource groups (ERGs) and safe spaces. They’re an excellent way to foster the idea of belonging and connections at work, especially in large companies where employees are more likely to feel lost or disconnected. For example, consider starting an LGBTQ+ network. Safe spaces at work make employees feel supported, allowing their diverse perspectives to thrive and contribute to the company’s success.

Measure Progress on Diversity and Inclusion in the Workplace

Over time, continually measure progress with DEI key performance indicators and transparency throughout the hiring and onboarding process. Learn about workplace diversity trends and how to talk about diversity at work. Bala recommends establishing regular feedback opportunities to review the effectiveness of diversity and inclusion efforts. A few ideas of questions to ask include: 

• What worked well? 
• Where did bias or barriers appear? 
• What can be improved for next time?

Making DEI and Workplace Equity a Core Part of Company Culture

Instilling diversity and inclusion in the workplace can create a strong company culture where employees are happy, productive and feel like they belong. 

Try Simple Practices to Improve Diversity and Inclusion in the Workplace  

Tips to achieve this include using inclusive language in the workplace and listening to what diverse employees have to say about what changes should be made. Employee voices and feedback loops are essential to gain vital information and improve processes. Set up one-on-ones, distribute an anonymous engagement survey platform like Betterworks Engage or establish focus groups using an outside facilitator to collect qualitative data.

Get Feedback to Inform Diversity & Inclusion Strategies 

If there is one rule of workplace inclusion, it’s that everyone has to buy in. Honest feedback from all employees helps organizations build long-term DEI strategies, not just one-off initiatives. The input allows leaders to hear inside information directly from the source—the employees. This allows companies to take action and update workplace inclusion best practices. It also creates accountability at all levels of the organization. Utilize this information to establish or update DEI goals, customize your strategy and create a culture where feedback is always welcome.

Spread Cultural Awareness & Celebrate With Your Team 

Also, consider celebrating cultural moments year-round. Most people already get traditional holidays off, like Christmas Day and Thanksgiving, but companies can also offer floating holidays to accommodate cultural or religious practices or events that might not currently be acknowledged. Introduce policies for honoring these cultural holidays or religious practices. 

Another way to show people you care about what matters to them is to celebrate with them. Ask your team which holidays they celebrate. Acknowledge and respect their traditions. Even a small celebration can be a powerful team activity as well as a fun way to celebrate and learn about different cultures represented in the workplace.

Embracing Diversity and Inclusion in the Workplace

The importance of workplace diversity is clear. Diverse and inclusive workplaces empower employees and lead to sustainable and impactful businesses. Despite what recent popular media might portray, measurable benefits exist from embedding diverse perspectives and inclusive leadership into core values. Start a conversation within your team about building a culture of belonging.

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Privacy is a policy ingrained in corporate America. Issues individual employees have, performance reviews and difficult discussions tend to happen behind closed doors. Communication can be compartmentalized, leaving some team members in the know and others unsure of what’s happening within an organization.

A new workplace communication strategy is becoming more common and shifting the traditional way information is shared. Radical candor is a management policy in which 100% open and transparent communication is a company-wide policy—no matter how uncomfortable the conversation is. 

Billionaire CEO Ray Dalio founded Bridgewater Associates. In his book Principles, he talks about bringing “radical transparency” into the firm to create a workplace culture where candor could reduce conflict and build trust, even when there are “thoughtful disagreements.”

Honest communication is an important leadership trait, but is there a point where communication can be too honest? Here’s what you need to know about radical candor in the workplace, some companies that practice it, and what experts say about its effects on workplace culture.

Radical candor policies explained

Kim Scott popularized the idea of radical candor in her 2017 New York Times bestselling book Radical Candor. In the workplace, office politics and inconsistent communication policies can create friction. Radical candor policies open communication to make it more transparent and reduce the feeling of secrets. The communication is direct—but not mean. 

Dr. Jackie “JP” Phillips, founder of the Unheard Empire, Unheard Media LLC, has a radical candor policy in her company. She says it’s helped increase employee retention. 

“I am a huge fan of radical candor, even before I knew what the phrase was. When I realized what radical candor did for me, I knew that it was a tool that I needed to use to keep my teams focused, excited… it just brought a different energy, a different level of engagement,” says Phillips. 

She says there is a learning curve for new team members, but 90% of people fall into radical candor and are excited about it.

“[They are] honest conversations that are built on accountability… It has brought everyone closer. I think a lot of times in the workplace, especially if you’re working in teams and groups, there are a lot of assumptions. And so, instead of assuming, we just sit down and [talk]… So I think it’s brought us closer. It’s definitely revealed how we can care and protect one another and deliver great service to our customers,” says Phillips.

Garner Health, a 300-person health tech company, is using radical candor in employee reviews. They allow coworkers to write other employee’s performance reviews and the reviews are public for everyone in the company to see.

“Call it radical candor with high standards,” Valentina Gissin, chief people officer of the 300-person health tech company, told Fortune. “We want to create the conditions for people to do the best work of their lives and a big part of that is this notion of courageous communication.”  

Open communication can increase employee retention

In partnership with The Harris Poll, Grammarly’s “State of Business Communication” report estimates that up to $1.2 trillion is lost annually among businesses due to ineffective communication. An organization’s communication policies have a direct impact on its bottom line. 

Clear and open communication is a leadership trait that helps leaders lead. Radical candor could be an elevated version of communication as it’s direct and more open about what’s happening within an organization.

“It [radical candor policy] started as an extension of my own personal beliefs that I didn’t want to live with the idea that I was trying to remember what this person knew, what that person knew, that I was sort of tired of living with that kind of management in my life,” says Janice Carte, founder and CEO of Tiny Spoon Chef, Inc.

She sees honest conversations as a core value within her company, making radical candor the next natural evolution. 

“There have been many positives. We’ve incorporated a radical level of financial transparency with our entry-level associates. So within the first quarter of their employment, we have a meeting with all of them talking about where the money comes in, what we charge for our personal chefs… where the money goes, and how we can better manage that and create trajectories for sustainable achievement… which is not something any of them have ever really experienced before. I think it sets a path for them to let them know that we’re a different kind of company, and we’re not afraid of having… difficult conversations” says Carte.

Radical candor goes hand-in-hand with an open-door policy

Carte says she’s established an open-door policy where associates can book time with her whenever they want to chat. As the company has scaled, associates have booked time to get their questions about promotions answered. 

“I think it takes very little effort to actually clarify and realign, and in that way we can move on in a much healthier way… What I have seen is people stay for a longer period of time than they’ve ever stayed before in an organization… It’s led to associates who feel more supported. We’ve created an environment where people know that they can have challenging conversations and move forward… It’s been really healthy,” says Carte. 

Decide if radical candor is right for your workplace long-term

Having a communication policy that’s this direct and open may not feel right for every employee—there may be some bumps if you add the policy. But long term, it can be a policy that ensures everyone within your organization is informed and clear.

“I could see it [radical candor] improving workplace culture because it’s about intention… “Communication is everything and radical candor is about giving people the hard truth where they can hear it and still feel respected in the workplace. It’s not that people necessarily need more feedback, they need more feedback that helps them grow and not shrinks them,” says Melanie K. Hall, a licensed clinical professional counselor, therapist and coach.

Deirdre Orr, an HR consultant and CEO of Deirdre Orr Consulting, says in the long run, she believe radical candor would affect the workplace positively.

“I think that is going to end up being… very good… for organizations, for leaders, especially because it also holds like their employees accountable. So it’s like, ‘Hey, we… gave you all the information. We told you everything, and the reason why we’re doing this is… to make sure that everyone is… on the same page and… understands what’s going on and what we [want to] make sure we have that buy-in…’, says Orr. 

She continues: “And then at that point if someone isn’t in alignment with what’s going on.. they can decide what they want to do for their personal self… If an organization is leaning towards… making it… a policy… [be] honest and transparent, and [make] sure everybody understands what’s going on and leaving the room for people to feel comfortable to receive and give feedback. I think it’s gonna be amazing.” 

Some radical candor policy considerations

Radical candor can be an elevated version of an open communication policy—it’s a policy that requires clarity and training. Your organization’s version of a radical candor policy can vary, but here are some factors to consider:

• What parts of company policy are included in radical candor (I.E., performance reviews, conflict resolution, company changes, etc.)
• Ensure proper training on how to have direct communication among employees.
• Train leaders on how they can help teams transition and implement radical candor in the workplace.

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