Authenticity instead of authority: trust is key - even in 2025

Almost one in two professionals (46%) in Germany has previously left a company due to a lack of trust in its management. This is the key finding of a recent snap survey conducted by Robert Walters, which gathered insights from 189 participants. Other frequently cited reasons for resigning include limited opportunities for professional development (30%) and unfair pay (14%).

Thomas Hoffmann, Managing Director Robert Walters Germany comments:

“In a rapidly changing world of work, effective leadership increasingly depends on putting people first – especially now, as many employees feel uncertain due to the ongoing development of AI and fear its impact on their careers.
People will remain indispensable in the workplace. Just as companies consistently invest in technology and innovation, they must also make targeted efforts to develop their people.
Leaders who foster psychological safety, flexibility and lifelong learning build more resilient teams and future-proof their organisations.”

When relationships are purely transactional

Communication style also plays a key role in building trust. According to the survey, 32% of respondents stated that their managers only reach out when they need something or when problems arise. At the same time, 58% perceive excessive optimism as “put on” – and therefore inauthentic.

Hoffmann adds:

“Leaders who neglect meaningful interactions with their teams not only risk losing trust and loyalty – they also miss out on valuable perspectives that could drive the business forward, such as ideas for improvements or future growth.”

How poor leadership manifests

When asked what they found most frustrating about poor leadership, respondents highlighted the following points:

• Inconsistent behaviour (41%) – Failing to follow through on what is said undermines credibility over time.
• Lack of appreciation (24%) – A lack of recognition erodes motivation and engagement.
• Micromanagement (22%) – Control instead of trust stifles autonomy and ownership.
• Lack of transparency (12%) – Without clear and comprehensible decision-making, trust quickly diminishes.

How to lead successfully today

The Robert Walters Talent Trends Report 2025 reveals that companies with a human-centric leadership culture are 1.5 times more likely to retain top talent in the long term. Moreover, “people-first” organisations are 2.6 times more likely to achieve their strategic goals.

Thomas Hoffmann offers practical guidance for businesses and their leaders on adopting a more human-centred approach:

Invest in leadership

Leaders should receive targeted training in empathy, emotional intelligence, authenticity, active listening and inclusion. Where internal expertise is lacking, external coaching programmes can be a valuable support.

1. Communicate clearly and consistently
Transparency, openness and ongoing dialogue with employees are key. A genuine feedback culture, regular Q&A sessions and easy access to leadership – whether in person or digitally – are essential to building trust.

2. Actively shape company culture
Moving towards a human-centred organisation also means rethinking corporate culture. This includes redefining values, reconsidering performance metrics and adjusting incentive systems – always with people in mind.

3. Involve employees in meaningful ways
Understanding what your teams need enables you to introduce measures that enhance engagement – whether through better collaboration, a healthy work-life balance or everyday appreciation. Each action contributes to a lasting, positive workplace culture.

Explore the latest talent trends of 2025 with expert insights from the recruitment industry. Discover strategies like AI in recruitment, human-centric leadership, and treating candidates like customers to stay ahead in talent acquisition.

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