When Trust is Shaken: 6 Practical Ways to Regain Psychological Safety

When trust takes a hit—whether through a layoff, a leadership change, a difficult business decision, or another disruptive event—psychological safety is often the first casualty. Amidst uncertainty, speaking up can feel risky, and silence can take hold. For others, anger flares up, and the worst-case scenario now becomes their reality. 

Innovation slows, team dynamics suffer, and once-strong relationships become strained.

I recently worked with a Director of Sales for a software development company whose team has experienced a series of layoffs over the last two years. His team keeps shrinking, but the workload remains the same. 

He feels stuck—he’s experiencing the same workload pressures as his team. As the director of sales, he also feels pressure to share the company's talking points and communicate a positive message for the future. We worked together to help him communicate authentically, enabling the team to stay motivated and rebuild trust within his team. 

As a leader, you can’t undo the disruption. But you can take intentional steps to rebuild a sense of safety—and with it, the conditions for trust, collaboration, and forward momentum.

Here are some practical tips to get started:

1. Name the Disruption

When leaders avoid naming what happened or what the team is experiencing—whether it’s a sudden layoff or an unexpected leadership shake-up—it creates a void. And in that silence, people fill in the blanks with worst-case assumptions.

Start by acknowledging the disruption openly and candidly. You don’t need to have all the answers, but your willingness to say, “I know this was hard, and it’s changed how we work together,” helps legitimize your team’s experience. And keep talking about it. Your corporate talking points—if you get them—probably only cover one moment in time. 

Rebuilding trust is a process that takes time. 

📌 Example:

“I know the past few weeks have been unsettling. With the leadership transition, many of you are wondering how things will change and what this means for your roles. Let’s talk about that.”

Openly acknowledging the impact of any disruption helps dissipate the fear that your people are likely feeling; it can also reduce gossip and speculation, creating a foundation for rebuilding trust.

2. Recommit to Core Values

Moments of uncertainty create a need for grounding. Reaffirm your team’s shared purpose and values—not as empty slogans, but as guiding principles that still hold true. Take the opportunity to strengthen your purpose and values. Build something new if this doesn’t exist. 

Invite your team to co-create this realignment. Ask:

• What do we want this team to stand for?

• How do we want to treat one another going forward?

• What behaviors build trust for us?

These questions help reestablish a shared foundation and remind people of what’s still strong.

3. Listen More Than You Talk

Psychological safety is rebuilt in the big AND small moments—it emerges when people feel seen and heard. In times of change, leaders often default to reassuring messages or polished communication plans, which can feel empty or inauthentic. What’s more powerful is asking thoughtful questions and listening deeply.

Use listening sessions, one-on-one meetings, or anonymous surveys to gather genuine feedback. Resist the urge to correct or defend. Simply let people speak. Don’t agree or share your frustrations—keep the focus on listening to them.

You might ask:

• What’s been hardest about this transition?

• What do you need more of from me right now?

• What would help you feel more confident moving forward?

Rebuilding safety starts with making people feel heard—ask thoughtful questions, listen without defensiveness, and create space for honest feedback.

4. Model Transparency and Vulnerability

Psychological safety starts with leaders who are willing to be human. You don’t need to project unshakable confidence. In fact, that can backfire. What builds trust is your willingness to be real.

Say things like:

“I’m still figuring some things out, too.”“I know I missed the mark last week—I want to do better.”“This is a tough situation, and I’m committed to navigating it with you.”

This kind of honesty invites your team to do the same.

5. Rebuild Through Small Wins

Rebuilding trust takes time. Rather than focus only on a sweeping “culture reset,” look for small, meaningful ways to restore consistency and collaboration:

• Follow through on commitments—especially the small ones.

• Celebrate progress, even if it’s incremental.

• Create opportunities for team members to solve problems together.

• Be generous with recognition, especially when team members take risks or try new ideas.

These micro-moments accumulate and eventually signal: It’s safe to re-engage.

6. Make Psychological Safety a Priority—Not a Nice To Have

Trust and safety aren’t “nice to have” when things are stable. They’re business-critical—especially in the wake of disruption. Don’t wait for HR to help rebuild your team’s culture or assume it will repair itself over time.

Instead, build regular reflection into your team practices:

• Ask “What are we learning?” in every team meeting.

• Create space for dissenting opinions without punishment.

• Address harmful behaviors promptly and consistently.

Your team is watching what you do, not just what you say.

Final Thought

The path to rebuilding psychological safety isn’t linear. It involves discomfort, patience, and a willingness to slow down before speeding up. When people begin to feel heard, respected, and safe again, motivation returns. Collaboration smooths out and speeds up. And what’s rebuilt may be even stronger than what was lost.

You can’t control the disruption. But you can lead the repair.

If your team is navigating a period of change or uncertainty, I can help.

Schedule a free 45-minute coaching consultation to talk through your leadership challenges and explore how to rebuild trust and resilience on your team.

👉 [Book Your Complimentary Session Here]