When your employees don’t trust you and your leadership, it can result in more than just discord in the office. There are business implications that can be costly. 

Without trust, teams become disengaged and it is harder to retain and hire, new employees. Projects fall flat, and the organization can’t operate at the level it needs to. 

“Creating a culture where employees are aligned to the organization's purpose, recognized for the value they bring, trust the leadership team, and bring their full selves will give your organization a competitive advantage,” writes Dr. Richard Osibanjo for Forbes.  

Here are five tips Osibanjo gives for leaders: 

• Prioritize your team. Your position and title will only earn you so much respect from your team, explains Osibanjo. If you want your team to trust you and respect you enough to go above and beyond, you have to care about them and invest in their growth.  

“…leaders need to know what matters most to their team members, understand their definition of success, and ask how they can help,” he writes. 

• Bring people in. Making sure your employees feel ownership and responsibility as a part of the team can be an empowering tool. When your team is engaged in this way, together you take on a greater level of culture which can help you optimize the work you do.  

• Stand up for your team. If you’ve ever been a part of a team where you didn’t feel supported, you know how draining it can be on your work, especially in times of stress.  

“No one wants to work for a leader who throws people under the bus, doesn't remove roadblocks, or advocate for resources and opportunities. Also, fighting for your people means overcoming your fear by giving feedback that helps the team transform stumbling blocks into stepping stones,” he writes. 

• Be flexible. Now more than ever, workplace flexibility is a crucial part of an employee’s work happiness. But this goes beyond just remote work, warns Osibanjo. Talking and listening to your employees' needs is important. 

“If organizations don't listen and change with the times, employees will change jobs—it costs more hiring new employees than retaining old ones. Organizations that embrace workplace flexibility will have broader access to top talent and have a competitive advantage,” he writes. 

• Think about what you can’t see. Culture is an important part of employee retention and should not be overlooked by leadership. It can make all the difference in an employee’s work, even more than compensation. 

“Leaders must be strategic and focus on creating moments that matter— memorable employee experiences that add up and make a big difference. From onboarding to celebrating work anniversaries, birthdays, life events, and even their exits. You can’t put a price tag on memorable moments and that’s why they matter,” writes Osibanjo.