61% of Employees Feel Resentment Toward Their Employer - Why Are We Experiencing a Crisis of Trust?
08.12.2025
Olga Dzene, Leadership Development Expert, Figure Baltic Advisory
Society is currently experiencing a deep crisis of trust, which is also affecting workplace relationships. Six out of ten employees feel resentment toward the management of the organization they work for, as well as toward the government in general, according to this year’s Edelman Trust Barometer. Only 75% of employees say they trust their employer to do the right thing. Trust in organizational leaders has declined significantly: 36% of top executives, 49% of middle managers, and 52% of employees do not trust senior leadership. What can employers do to rebuild trust, and what are the consequences when trust is lacking?
Optimism About the Future Is Declining
The crisis of trust did not emerge overnight - it has been shaped over time by multiple global events, including the 2008 financial crisis, the COVID-19 pandemic in 2020, and the full-scale invasion of Ukraine in 2022. As a result, a widespread sense of resentment and insecurity has taken hold across society. Trust has declined not only in organizational leaders but also in governments. People increasingly doubt that leaders are making the right decisions. Unfortunately, optimism about the future is also fading - only 36% of people believe that the next generation will be better off.
Fear of Discrimination Is Rising
Fear of discrimination has reached an unprecedented level - 63% of people say they are afraid of being discriminated against or treated unfairly. This represents a 10% increase compared to last year. The growing critical attitude toward the honesty and fairness of leaders is partly linked to the fact that people are becoming more educated and informed about discrimination. We are increasingly able to recognize unfair situations, and our understanding of what constitutes fair pay is also improving.
When Words Do Not Match Actions
High levels of distrust are not driven solely by global factors. The root of the problem may also lie within individual organizations - processes may be poorly designed, or a leader’s actions may not match their words. This misalignment is the greatest “killer” of trust. Mistrust can also be fueled by poor change management, for example, when leaders keep information about upcoming changes secret until the very last moment. Another major factor is leaders’ unwillingness or inability to build relationships with their employees and inspire them - when the focus is placed solely on results and pressure rather than people.
The Benefits of Employee Trust
Trust within an organization reflects employees’ and customers’ belief that leaders act competently, fairly, and in line with shared values. Why is employee trust so important? Companies with high levels of trust outperform others financially by 186%. Employee engagement is up to 76% higher, employees have 106% more energy, and stress levels are 74% lower. The risk of burnout is reduced by 40%, productivity is 50% higher, and the number of sick days is 13% lower.
The Hormone That Strengthens Trust, Collaboration, and Team Spirit
Scientific research shows that trust is also significant at a neurological level. Oxytocin is a hormone and neurotransmitter that promotes trust, cooperation, and team spirit. It reduces fear of betrayal and increases the willingness to be vulnerable - an essential foundation of trust.
In the workplace, several factors stimulate the release of oxytocin: expressions of recognition, positive social interaction, autonomy and trust, overcoming challenges together, and vulnerability. There are many simple actions employers can take to strengthen employee trust -express recognition quickly and publicly; set challenging but achievable goals; give employees freedom in how they achieve results; allow flexibility in tasks and priorities; communicate openly about organizational plans, decisions, and results; create opportunities for informal interaction; support personal growth and well-being; and openly acknowledge mistakes or uncertainty.
Trust Is Built in Everyday Actions
Trust in an organization is not an abstract valu - it is measurable, manageable, and has a direct impact on business performance, employee health, and the willingness to engage. At a time when society as a whole is experiencing insecurity and resentment, employers have a particularly important role: to be a stable anchor that deliberately creates an environment where employees feel safe, valued, and inspired through honesty, transparency, and a human-centered approach. Trust does not arise on its own - it is built through everyday behavior, decisions, and the courage to be genuine with one another.