HR-Survey > Employee Opinion > Dimensions

Survey Questions: Trustworthy

Definition: Trustworthy employees and leaders act with integrity and principled judgment, aligning their words, values, and actions while demonstrating honesty, ethical decision‑making, and respect for confidentiality. They are dependable, committed, and reliableconsistently following through on obligations, upholding high standards, and demonstrating the competence and professionalism that inspire confidence. They communicate openly and transparently, sharing information that empowers others, responding promptly to needs, and creating an environment where concerns, challenges, and context are discussed constructively. Through accountability, strong role-modeling, and deliberate efforts to build trust across relationships and teams, they foster a culture where people feel respected, supported, and confident in one another's intentions and actions.

People Skills

Communication
Collaboration
Interpersonal Skills
Client Focus
Change
Resourcefulness
Recognition
Career Development
Pride/Loyalty
Professionalism
Partnering/Networking
Cultural Awareness
Meetings
Negotiation
Respect for Others
Teamwork
Trustworthy
Work/Life
Stress

Integrity

Integrity reflects the internal alignment between a person's values, beliefs, words, and actions. It is demonstrated when employees and leaders behave consistently with their stated principles, communicate honestly, and make decisions that reflect their core values--even when no one is watching. Someone who shows integrity ensures that commitments, communication, and behavior are congruent, and that their actions match what they say they stand for. This dimension of trustworthiness is fundamentally about moral consistency, ethical grounding, and the credibility that comes from behaving in ways that are principled, transparent, and value-aligned across situations.

Supervisors demonstrate congruence between statements and actions.
Our manager exhibits consistency between words and actions.
My manager demonstrates congruence between beliefs, communication, and behavior.
The project lead aligns actions with stated values and principles.
My coworkers ensure actions are aligned with stated values.
My supervisor demonstrates trustworthiness by aligning commitments, communication, and actions.
Employees in my department demonstrate integrity by ensuring words and actions match.
Managers maintain consistency in thoughts, words, and actions.
Supervisors act with integrity, even when no one is watching.
Supervisors have a high degree of integrity between actions and words.

Dependable

Dependable reflects the external reliability of a person's actions--their ability to follow through, deliver on commitments, and produce consistent results over time. It is demonstrated when individuals keep promises, honor deadlines, meet obligations, and can be counted on to do what they say they will do, every time. Someone who is dependable builds trust by showing steady performance, predictable follow-through, and respect for others' time and expectations. This dimension of trustworthiness is fundamentally about execution, consistency, and the confidence others gain from knowing that the person will reliably deliver on their responsibilities.

Supervisors can be counted on to follow through on commitments.
Senior executives deliver on promise with consistency and care.
Leaders deliver on promise made.
My supervisor cultivates trust by delivering dependable, consistent results over time.
My manager delivers on commitments consistently and without prompting.
Coworkers keep promises and deliver on commitments.
My coworkers show respect for colleagues by honoring deadlines and agreements.
Managers can be counted on to do what they say they will do.
The supervisor honors agreements and reliably meets obligations.
The supervisor is trusted to complete work assignments on-time.
The project manager earns others' trust by being consistent and respectful.
The team leader does what they say they will do, every time.

Committed

Committed reflects a person's internal dedication to their promises, goals, and values. It shows up when individuals take ownership of their commitments, persist through obstacles, communicate promptly when circumstances change, and act in accordance with what they've agreed to--even when it is difficult or inconvenient. Someone who is committed demonstrates goal persistence, honors agreements, and maintains credibility by owning mistakes rather than avoiding them. This dimension of trustworthiness is fundamentally about the strength of one's promise, the personal resolve behind it, and the integrity that drives them to uphold commitments consistently and conscientiously.

Our manager acts in accordance with commitments, even when difficult.
The project manager maintains credibility by honoring agreements and owning mistakes.
Associates follow through on commitments and communicate promptly when circumstances change.
Coworkers in my department follow through on all commitments.
My manager takes ownership, delivering on commitments.
Team members show integrity by honoring commitments and respecting others' privacy.
My supervisor keeps commitments.
My manager commits to upholding the highest standards of integrity.
My supervisor persists to meet commitments despite obstacles
Managers earn confidence from others by keeping commitments.
Employees in my department emphasize and demonstrate goal commitment and persistence in achieving goals.

Reliable

Reliable reflects a person's external consistency--their ability to deliver steady, high-quality performance that others can count on day after day. It is demonstrated when individuals complete tasks to a high standard, follow through on responsibilities, and produce dependable results even under challenging conditions. Someone who is reliable builds trust by being predictable in their execution, meeting expectations, and serving as a dependable partner who strengthens relationships through consistent follow-through. This dimension of trustworthiness is fundamentally about performance stability, accuracy, and the confidence others gain from knowing the person will reliably deliver what is required.

Leaders build confidence through reliable, high-standard performance.
My manager follows through on any convictions and promises.
Employees in my department follow through on tasks and responsibilities to completion.
Team members are reliable partners at work.
Colleagues build trust by being reliable and following through.
The supervisor strengthens customer relationships by demonstrating excellence in execution and follow-through.
The supervisor follows through reliably, even when circumstances are challenging.
The project manager delivers high-quality results that meets or exceeds expectations.

Principled

Principled reflects a person's adherence to core values, fairness, and organizational standards, even when doing so is inconvenient or unpopular. It emphasizes acting with dignity, respect, and impartiality, ensuring decisions are free from favoritism, bias, or personal gain. Someone who is principled holds firm to their values under pressure, follows required procedures and regulations, and consistently acts in the best interests of the department or organization. This dimension is fundamentally about steadfastness--a stable moral compass that guides behavior, promotes fairness, and demonstrates responsibility to the public trust and to organizational expectations.

Associates treat all individuals with fairness, dignity, and respect.
My manager acts in ways that consistently reflect high principles.
My manager holds firm to principles when faced with conflicting interests or external pressures.
The supervisor demonstrates a sense of responsibility and commitment to public trust.
Our department is known for fairness, honesty, and principled behavior.
Coworkers exhibit strong moral principles and steady character.
The project manager acts with the best interests of the department and organization.
Leaders ensure decisions are free from favoritism, bias, or personal gain.
The supervisor follows required procedures and regulations.

Ethical and Moral

Ethical and Moral reflects a person's active practice of ethical judgment, responsible decision-making, and moral courage in real-time situations. It emphasizes recognizing ethical dilemmas, making responsible choices, addressing wrongdoing promptly, and modeling ethical behavior for others. Someone who is ethical and moral can be relied upon to act responsibly, consider the ethical implications of decisions, and uphold high personal standards even when under pressure. This dimension is fundamentally about ethical action--the ability to interpret situations through an ethical lens, respond appropriately, and set a visible standard of integrity for the team.

Associates demonstrate trustworthiness through consistent, ethical decision-making.
My manager can be relied upon to act ethically and responsibly.
The supervisor makes decisions based on ethical considerations, even when under pressure to do otherwise.
Leaders build credibility through consistent, ethical choices.
The supervisor demonstrates high personal standards of ethical judgment.
Managers demonstrate moral courage by addressing wrongdoing promptly and appropriately.
Managers create confidence by being steady, fair, and dependable.
Supervisors recognize and address situations and issues that may result in ethical questions.
My manager models ethical behavior and sets a standard for integrity within the team.

Confidential

Confidential reflects a person's ability to protect sensitive information, respect boundaries, and exercise discretion in professional interactions. It is demonstrated when individuals safeguard private details, avoid unnecessary disclosure, and use sound judgment when entrusted with personal, organizational, or sensitive matters. Someone who is confidential creates a safe environment where others feel comfortable sharing concerns or information because they know it will be handled with care and kept appropriately private. This dimension of trustworthiness is fundamentally about withholding information responsibly--maintaining confidentiality, honoring privacy, and demonstrating respect for the trust others place in them.

Colleagues maintain strict confidentiality in all professional interactions.
Coworkers in my department handle sensitive information with discretion and care.
Employees in my department take care to maintain confidential information.
The supervisor uses discretion when handling personal or sensitive information and avoids unnecessary disclosure.
My supervisor protects private information and respects boundaries.
Supervisors demonstrate sound judgment when entrusted with sensitive matters.
Managers can be trusted to maintain confidence of information shared.
My supervisor can be trusted with confidential information.

Honest

Honest reflects a person's ability to communicate truthfully, accurately, and transparently, especially when the message is difficult. It is demonstrated when individuals admit mistakes, acknowledge limitations, provide accurate information, and speak candidly about what is known, uncertain, or evolving. Someone who is honest builds credibility through straightforward interactions, humility, and a willingness to be open about missteps and next steps. This dimension of trustworthiness is fundamentally about sharing information responsibly--being truthful, forthcoming, and transparent in ways that strengthen relationships and foster psychological safety.

Employees strengthen relationships by being honest about limitations and areas for growth.
The project manager fosters trust by being candid about what is known, what is uncertain, and what is evolving.
Managers are candid and forthcoming.
Supervisors build trust by being candid about missteps and transparent about next steps.
Supervisors provide accurate information and avoid misrepresentation.
Team members respond to mistakes with honesty, humility, and a commitment to learning.
The supervisor builds credibility through honest, straightforward interactions.
My manager admits when in the wrong and uses the experience to improve.
The team leader is always honest with the staff.
Associates are honest and transparent with others.

Transparent

Transparent reflects a leader's willingness to make information, intentions, and decision-making processes visible, especially when the topics are sensitive, complex, or consequential. It emphasizes sharing relevant information proactively, avoiding the hiding or obscuring of important details, and giving employees the context they need to make informed decisions and contribute at a higher level. Someone who is transparent strengthens trust by being forthcoming about updates, implications, limitations, and reasoning, demonstrating confidence in employees' ability to handle the truth. This dimension of trustworthiness is fundamentally about visibility and clarity--opening the "black box" of decisions so others understand the bigger picture and feel empowered rather than left guessing.

My manager demonstrates confidence in employees by being transparent about sensitive or complex issues.
Managers strengthen team confidence by sharing insights that support autonomy and innovation.
Associates share information honestly and avoid hiding or obscuring important details.
My manager models trustworthiness through transparent decision-making and dependable follow-through.
My coworkers share relevant information transparently to help other employees understand the bigger picture.
The department head reinforces mutual trust by being forthcoming with important updates and implications.
The supervisor maintains transparency in decision making.
Leaders empower employees by providing the information they need to make informed decisions.
My team leader shows trust by sharing information that enables employees to contribute at a higher level.
The project manager is transparent about intentions, decisions, and limitations.

Open Communication

Open Communication reflects a leader's ability to engage in two-way, candid, and responsive dialogue that builds understanding, capability, and trust. It emphasizes discussing challenges, constraints, reasoning, and outcomes openly; communicating setbacks constructively; and sharing knowledge, context, and direction in ways that promote clarity and alignment. Someone who practices open communication listens to others' needs and concerns, communicates promptly, and fosters psychological safety by being truthful even when the message is difficult. This dimension of trustworthiness is fundamentally about interaction and exchange--creating an environment where information flows freely, concerns are acknowledged, and communication strengthens relationships rather than merely transmitting facts.

Team members communicate an understanding of the other person's interests, need and concerns.
My manager maintains openness in their reasoning and actions, building confidence in intentions.
Managers reinforce team trust by communicating openly about challenges and lessons learned.
The project lead communicates truthfully and openly, even when the message is difficult.
Employees in my department promote clarity by openly discussing context, constraints, and reasoning behind decisions.
My manager shows reliability by communicating setbacks openly and addressing them constructively.
Coworkers in my department communicate openly about decisions, challenges, and outcomes.
The supervisor signals respect and trust by communicating openly rather than withholding information.
Coworkers build capability by openly sharing knowledge, context, and strategic direction.
My supervisor is a trusted source of information communicating updates promptly so employees are never left guessing.

High Standards

High Standards reflects a person's expectations for excellence--both for themselves and for the work produced by their team. It emphasizes maintaining rigorous quality benchmarks, ensuring every deliverable meets or exceeds expectations, and consistently producing work that inspires customer confidence. Someone who demonstrates high standards reinforces trust by insisting on professionalism, predictable quality, and excellence across all products, services, and interactions. This dimension of trustworthiness is fundamentally about raising the bar--holding oneself and others to demanding performance expectations that build credibility and customer loyalty through consistently exceptional results.

The project manager builds a reputation for trustworthiness by holding self and team to rigorous performance standards.
My manager creates credibility by upholding rigorous quality expectations.
My team leader promotes customer trust by ensuring all work meets established quality standards and is completed with professionalism.
Supervisors build customer loyalty through predictable, high-standard performance.
My coworkers strengthen customer trust by maintaining excellence in every interaction.
My manager establishes credibility by meeting quality expectations without exception.
The supervisor reinforces trust by ensuring every deliverable meets or exceeds quality benchmarks.
Managers inspire customer confidence by maintaining excellence across all service and products.
Colleagues show commitment to customers by holding work to a high standard of excellence.
Employees earn customer trust by delivering consistently high-quality work.

Competent

Competent reflects a person's ability to perform their role effectively, demonstrating the skills, judgment, and expertise required to meet the demands of the job. It emphasizes producing accurate, reliable work; applying care, precision, and professionalism; and making sound decisions that others trust. Someone who is competent builds confidence by demonstrating strong abilities, meeting job requirements consistently, and elevating team performance through their expertise. This dimension of trustworthiness is fundamentally about capability and mastery--showing that one has the knowledge, skill, and judgment to deliver high-quality outcomes and make reliable decisions.

My supervisor is competent in their position.
My supervisor is trusted by others to be able to meet the demands of the job.
Team members are trusted to make the right decisions.
Managers demonstrate trusted expertise and motivate others to excel.
The supervisor builds customer confidence through meticulous attention to detail.
My manager demonstrates trustworthiness by producing work that reflects care, precision, and professionalism.
The project manager shows strong abilities and is trusted by the team to elevate performance.
My team leader is competent in performing their duties for the department.
My manager shows consistency in hiring, promoting, evaluating, and rewarding employees.
The supervisor enhances customer confidence by consistently delivering accurate, reliable, and high-quality outcomes.

Responsive

Responsive reflects a person's timeliness, availability, and willingness to act quickly when others need support. It emphasizes addressing issues promptly, taking swift and appropriate action, and being consistently present and accessible--especially during high-pressure or high-stakes moments. Someone who is responsive builds trust by reacting in a timely way to employee or customer concerns, taking initiative before problems escalate, and ensuring that no issue is left unresolved. This dimension of trustworthiness is fundamentally about speed, attentiveness, and proactive support--showing others that their needs will be met quickly, reliably, and with care.

My manager builds trust by taking swift, appropriate action when employees encounter challenges.
The members of my team demonstrate trustworthiness by taking the initiative.
My manager strengthens credibility by responding promptly and consistently to employee needs.
Leaders can be trusted to react in a timely way to address employee issues.
Associates respond quickly to customer issues to maintain trust in the brand.
My team leader is a trustworthy partner making themselves available when employees need help, especially during high-pressure moments.
The supervisor addresses employee concerns promptly ensuring issues are not left unresolved.

Accountability

Accountability reflects a person's ownership of decisions, actions, and outcomes, including their willingness to acknowledge mistakes and correct them. It emphasizes taking responsibility rather than shifting blame, addressing performance gaps constructively, and ensuring commitments are tracked and completed. Someone who demonstrates accountability builds trust by holding themselves to the same standards they expect of others, helping employees understand the impact of their actions, and creating a culture where people take ownership of their work. This dimension of trustworthiness is fundamentally about answerability, follow-through, and integrity in outcomes--showing that one can be relied upon not just to act, but to own the results of those actions.

Our manager acknowledges errors promptly and takes responsibility for correcting them.
The project manager demonstrates reliability by tracking commitments and ensuring they are completed.
My supervisor takes responsibility for outcomes and avoids shifting blame to others.
Colleagues own decisions and their consequences, whether positive or negative.
Our team encourages ownership by giving employees access to meaningful, timely information.
Leaders ensure employees take ownership of their work and understand the impact of their actions.
Managers are accountable to the standards set for others.
My manager addresses performance gaps in their own work quickly and constructively.

Role Model

Role Model reflects a leader's personal example--the way their own behavior embodies the standards, values, and conduct that others are expected to follow. It emphasizes being someone others naturally trust because of visible consistency, fairness, clarity of intention, and a steady alignment between words and actions. Someone who is a role model mitigates concerns by clarifying intentions, demonstrates behaviors others want to emulate, and sets the tone for a trustworthy climate through their own conduct. This dimension of trustworthiness is fundamentally about leading through example--showing others what trustworthy behavior looks like and earning credibility through personal integrity and consistency.

Supervisors set the tone by demonstrating the behaviors others should emulate.
The project manager fosters an organizational climate in which leaders/managers are trusted by the employees.
Leaders set a positive example for others.
The team leader behaves in ways that reinforce trust.
Managers are widely trusted.
My manager seeks to mitigate grievances by clarifying intentions and finding suitable remedies.
My manager works in a way that makes others want to work with her/him.
My supervisor is a person you can trust.
My manager is trustworthy; is someone i can trust.

Builds Trust

Builds Trust reflects a leader's active, intentional efforts to strengthen trust across relationships, teams, and the broader work environment. It emphasizes creating conditions where trust grows between employees--not just toward the leader--through open communication, transparent decision-making, and deliberate actions that foster mutual respect and psychological safety. Someone who builds trust facilitates meetings that increase connection, encourages employees to trust one another, strengthens relationships during crises, and cultivates a high-trust environment that enables risk-taking and innovation. This dimension of trustworthiness is fundamentally about creating and sustaining a culture of trust, not just modeling it personally.

My manager conducts work-unit meetings that serve to increase trust and mutual respect among work-unit members.
My team builds trust by communicating openly about decisions, challenges, and organizational priorities.
My manager behaves in ways that build trust.
My manager seeks to enhance trust in the department.
The department head encourages employees in the department to trust one another.
The project manager engages in efforts to strengthen trust among team members.
Our manager builds a high-trust work environment that enables risk-taking and innovation.
Leaders build and maintain the trust of others.
My team leader builds strong relationships that are resilient in times of crisis.