High-Trust Organizations Keep 91% of Key Talent Through Disruption | Trust as a Performance Metric

High-trust organizations retained 91% of their key employees through disruption. Low-trust organizations kept just 37%. Trust isn't a soft metric. It's a performance metric. In Part 2 of our LinkedIn Live series on Trust in Turbulence, SparkEffect's 2026 trust research, Jaime Navarro (SVP of Revenue Operations) and Sasha Miller (Director of Product) break down how trust is measured, where it lives, and two growing trends that put it at risk. What you'll learn: How the SparkEffect Trust Score works, and why high-quality intervention is the only way to create a "trust dividend" after disruption Why trust centers on teams and direct managers, and why managers take the biggest hit when disruption is handled poorly What trust elasticity is, and how organizations can measure it in real time instead of waiting 18 to 24 months for lagging metrics Why 40% of respondents work in medium- to low-trust organizations Trend 1: Managers are being left out of layoff decisions and communication, cutting off the strongest trust intervention an organization has Trend 2: Development budgets are growing, but workloads aren't changing to make room for growth Download the full Trust in Turbulence report: https://sparkeffect.com/trust Next up, Part 3 explores the three traps organizations fall into when rolling out AI, and what the data says to do instead. CHAPTERS 00:00 Why we set out to measure trust 01:17 Two trends that have us worried 02:33 How the Trust Score works 04:08 Why addressing disruption makes trust stronger 05:49 40% work in medium to low trust organizations 07:56 High-trust organizations outperform on every key metric 14:57 Removing your strongest trust intervention 17:04 What outplacement buyers are really after 24:58 Quality over quantity in development 28:00 What's next in the series ABOUT SPARKEFFECT SparkEffect is a leadership coaching and organizational development firm helping organizations build trust, develop leaders, and navigate change. Learn more at https://sparkeffect.com #OrganizationalTrust #Leadership #HRLeadership