How is The Edelman Trust Barometer 2026
According to the 2026 edition of the Edelman Trust Barometer, 75% of respondents believe CEOs are obligated to bridge trust divides, yet only 44% say they do so effectively—a 29-point credibility gap. By contrast, 78% trust their employer to do what’s right (the highest of any institution measured), and 81% believe employers should help close divides. Employees clearly distinguish between the organization and its leaders—and that gap shows up in town halls, Q&As, and leadership updates.
For internal communications teams, the challenge goes beyond message clarity. Trust-building must be visible, active, and modeled—not just announced.
The report also found trust is becoming more insular: only 22% trust someone meaningfully different from themselves. When trust does exist, it’s driven by openness (49%) and transparency (46%) about differences. A shared memo won’t build trust—but highlighting cross-functional collaboration and constructive disagreement can.
Employees see trust-building as structural:
- 82% say organizations should promote a shared culture to build trust.
- 81% believe diverse-value teams strengthen trust.
- 80% say constructive dialogue training fosters trust—underscoring the value of manager communication training.
Trust is also a productivity issue.
- 42% would reduce effort if a leader held opposing political beliefs.
- 34% would change departments rather than report to a manager with different views.
Internal communicators don’t need to erase differences—they need to normalize collaboration across them. In an era of growing insularity, internal communications doesn’t just shape messaging; it determines whether collaboration can survive disagreement.
