Organizational Trust – Pulse 2024

Organizational Trust – Pulse 2024

A downward trend in trust in organizations in our country is revealed by the study “Organizational Trust · Pulse 2024,” conducted by Futuro del Trabajo, SOFOFA Capital Humano, and Almabrands.

Compared to the measurements taken in 2019 (5.2) and 2023 (5.6), the average indicator of trust within organizations fell by one-tenth of a point, reaching 5.5, while its net value fell by 10 percentage points (that is, the highest ratings dropped from 43% to 33%). Now in its third edition, this study—which aims to identify trends in the organizational index—surveyed 440 workers from across the country. Furthermore, the survey was conducted during a period of “normal work activity,” meaning its results were not affected by high-impact events such as the social unrest or the post-pandemic period.

While the pandemic had a significant impact on building trust as the foundation of workplace relationships—due to the measures companies took to navigate that period—people’s concerns today are focused on the more structural aspects of work. Evidence of this is the growing importance workers place on aspects related to the skills and conditions needed to tackle workplace challenges and fulfill their commitments: “Appropriate skills and support for professional development” (up from 12% to 21%), “Responsibility and fulfillment of commitments” (from 13% to 20%), and “Ability to manage conflicts and crises” (from 10% to 14%).

The overall decline in trust in organizations observed in this study is also reflected in trust in immediate supervisors, which stood at 5.5 in 2024, compared to 5.6 in 2023.

Trends to Keep in Mind

The 2024 Pulse survey also raised some red flags regarding the need to monitor and manage trust within organizations. When broken down by segment, the groups where trust fell the most sharply were women, with a trust level of 5.4 (5.5 in 2023); the 31- to 45-year-old age group, with a score of 5.4 (5.6 in 2023); socioeconomic groups C3 and D, whose trust fell to 5.4 in 2024 (5.6 in 2023), while professionals and executives also saw their confidence decline in this survey, reaching 5.4 (5.6 in 2023).

It is worth noting that the decline in women’s confidence—although slight compared to the previous survey (one-tenth)—widened the confidence gap between men’s and women’s perspectives within organizations (5.6 versus 5.4). The results reveal a more critical view among women toward all stakeholders in the Trust Network (executives, managers, their own team, and other teams), as well as regarding performance across the model’s eight dimensions. In this regard, the dimension that matters most to women in building trust is “Appropriate Skills and Development Support,” which accounts for 28%.

Another segment that saw a decline in organizational confidence is the public sector, which recorded a score of 5.1, down from 5.5 in 2023, making it the group with the lowest level of confidence in this survey. This result also stands in stark contrast to the private sector, where confidence in 2024 reached a score of 5.6, remaining unchanged from the previous survey.

Good news

The fact that the dimension people care about most is also the one that performs best is very good news. This is the case with “Respect and Organizational Ethics,” a dimension that reflects respect for people and their diversity, and corporate ethics in business, which has an average importance rating of 22% (maintaining this level of importance across all three trust surveys) and whose performance receives a net rating of 45%.

Likewise, work arrangements also showed positive results in terms of boosting confidence. In this regard, the 2024 Pulse survey shows that confidence among people working in a hybrid model scored 6.0, compared to 5.8 in 2023. Meanwhile, the 100% In-Person and 100% Online work models remained unchanged, registering scores of 5.5 and 5.6, respectively. This result—in addition to positioning hybrid work as the strongest segment in this edition—also highlights that confidence in this model continues to grow, driven by a work approach that enhances performance in communication, collaboration, and the development of new skills, positively impacting all dimensions.

We invite you to relive the results presentation and download the full study to review the data in depth.

Contact us to build trust within your organization at almabrands@almabrands.com

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Results of the Organizational Trust Study · Pulse 2024