By Cheryl Sweeten, Industrial Team Leader at Escape Recruitment Services 
Get in touch: cheryl.sweeten@escaperecruitment.com
At a recent roundtable with business leaders in Ayrshire, one theme came up again and again: how do we keep good people when loyalty feels like it's on the decline?
With economic pressure, legislative changes, and a shift in candidate expectations, employers are finding it harder than ever to retain talent and maintain trust within their teams. But that doesn’t mean trust is gone for good. It means we need to rebuild it, brick by brick.
Here are some of the most effective ways we’re seeing employers earn and sustain trust with their workforce today.
1. Build Trust from the First Conversation
Start earning trust at the recruitment stage, not after someone joins.
Candidates are increasingly sceptical of vague job specs and overpromised career paths. First impressions count, and early experiences shape whether new hires stay.
Practical ideas:
- Be honest in job ads about the role, working environment, and challenges. Glossing over reality can lead to quick exits.
- Communicate clearly and consistently throughout the interview process. Delays or silence damage trust before someone’s even on the payroll.
- Onboard with purpose. Have a structured plan that includes early feedback, check-ins, and a clear path for success in the first 90 days.
- Make managers visible and available from day one to build connection, not just instruction.
According to BambooHR, 31% of employees leave a job within the first six months, and 68% of those say better onboarding would have made a difference.
Escape works closely with clients to support every stage of the hiring journey from crafting realistic job briefs to advising on onboarding practices that improve retention. We help you attract the right people and give them reasons to stay.
2. Be Transparent About Stability and Growth
Share clear, honest updates with your team about business performance, pipeline, and plans.
Transparency builds security and reduces speculation or fear-driven exits. Even when the news isn’t perfect, being upfront builds long-term credibility.
Practical ideas:
- Run monthly team briefings or share update emails
- Explain what growth or slower periods mean for staff
- Involve employees in upcoming plans and listen to feedback
According to Edelman’s Trust Barometer, 78% of employees say they trust their employer more when leadership is transparent during uncertainty.
This kind of openness lays the foundation for long-term commitment.
3. Align Pay and Perks With What People Value
You don’t need to match corporate salaries, but you do need to offer perceived value.
Candidates often move for small increases because they feel underappreciated, not just underpaid. If they can get £200 more per month and a better culture elsewhere, the decision becomes easier than you think.
Practical ideas:
- Highlight training opportunities, flexibility, and work-life balance in interviews and onboarding
- Promote internal progression and development pathways
- Regularly review benchmarking with your recruiter to understand how your offer compares
A Glassdoor study found that 56% of workers prioritise workplace culture and benefits over salary when considering a job move.
Escape can provide tailored salary benchmarking and market insight to help you stay competitive.
4. Prioritise Retention, Not Just Recruitment
Don’t wait until someone resigns to show appreciation.
Retention efforts are often more impactful and cost-effective than starting again. Employees want to know they’re seen, supported, and have a future with you.
Practical ideas:
- Turn exit interviews into "stay interviews" that gather insight before it's too late
- Ask for feedback on what would help employees stay long term
- Make recognition part of everyday culture, even with simple acknowledgements
Gallup reports that managers account for at least 70% of the variance in employee engagement. Regular feedback and recognition are two of the biggest drivers.
At Escape, we can help you identify potential flight risks and build strategies to strengthen retention.
5. Rethink How You Use Temporary Staff
Use temporary support to stabilise your core team, not just to plug urgent gaps.
When workloads ease off, letting good people go breaks trust. Strategic use of temporary staff can reduce pressure on permanent employees while maintaining flexibility.
Practical ideas:
- Bring in temps to handle peaks without overstretching perm staff
- Work with Escape to create a flexible resourcing plan for seasonal or project-based needs
- Keep in touch with high-performing temps for future roles
By planning your temporary staffing rather than reacting to crises, you demonstrate care for both your permanent and contingent workforce.
6. Partner With a Recruitment Agency That Knows Your Market
Work with recruiters who understand your industry, your region, and your people.
Specialist recruitment partners help you compete with larger firms, especially when you can’t match salaries or benefits. We add value by being honest with candidates, managing expectations, and highlighting the true benefits of your opportunity.
Why Escape?
- We’ve supported employers across Scotland for over 25 years
- We understand local pay expectations, candidate motivations, and sector trends
- We take the time to understand your culture, team dynamics, and retention goals
According to LinkedIn Talent Solutions, companies that use specialist recruiters see a 24% faster time-to-hire and a stronger candidate fit.
Conclusion: Rebuilding Trust Starts with Action
Building trust doesn’t require huge budgets or flashy perks. It takes consistency, communication, and care.
Whether you’re managing growth, navigating staff turnover, or trying to keep your best people, the right strategy and support make all the difference.
Looking for advice tailored to your business?
Get in touch with our team at Escape Recruitment. We’re here to help you attract, retain, and support your workforce and rebuild trust along the way.
Email: info@escaperecruitment.com
Call: 01506 461445 | 0141 410 9111