• Efficiency: Trust fosters open and honest communication, reducing misunderstandings and the need for extensive clarification. This can lead to more efficient communication processes and less double handling.
• Problem-Solving: When there is trust, stakeholders are more likely to openly discuss challenges and work together to find mutual solutions.

Reduced Monitoring and Control: In a high-trust environment, there is less need for extensive monitoring and control mechanisms. This can result in cost savings as resources are used more efficiently.

• Team Collaboration: Trust encourages teamwork and collaboration. Teams that trust each other can work more cohesively, leading to increased productivity and the ability to achieve common goals.
• Innovation: Trust stimulates creativity and risk-taking. Team members are more likely to share innovative ideas and explore new approaches when they feel valued and respected.

• Recruitment: Potential candidates seek a work environment that is trustworthy and a manager they trust. Recruitment for hard to fill roles and top talent is much harder in the absence of trust.
• Retention: Employees are more likely to stay with a organisations where they feel trusted and supported by their colleagues and superiors.

• Faster Decision-Making: Trust speeds up decision-making processes. When trust exists, stakeholders are more likely to accept decisions, reducing the time it takes to reach a consensus.
• Risk-Taking: Trust encourages stakeholders to take calculated risks, knowing that their contributions and decisions are supported by the team. Axiomatically, trust also reduces risk.

• Constructive Conflict: Trust allows for the constructive resolution of conflicts. Instead of avoiding conflicts, stakeholders are more likely to address issues directly and find mutually beneficial solutions.
• Reduced Escalation: With trust, conflicts are less likely. This means things won’t escalate into major issues that disrupt operations, take up valuable management time and damage relationships.

Consistent Service: Internal trust contributes to a positive organisational culture. In turn, this reflects on how employees interact with customers. Consistent and reliable service is often a result of internal trust.

Change Acceptance: Trust facilitates a culture of adaptability. When there is trust among stakeholders, they are more likely to embrace and support organisational changes.