Employee trust has a direct effect on the performance of a particular workplace. Depending on the employee's attitude towards management, this effect can be positive, negative or a mix of both. Management and employees tend to have conflicts within organizations due to various issues, but mainly due to employees' questionable trustworthiness towards their manager. The success of a workforce depends on the financial performance, work productivity and quality of the product or service which is controlled by the employee, but when employees start slowing down their performance to protest to the management, then something is wrong with the way things are handled. by the owners. According to Brown, McHardy, and Taylor, co-authors of an economic article regarding workers in the United Kingdom, employee trust is subjective based on the four qualities, often called measures of trust, that an effective manager must possess: (1) managers are they counted on keeping their promises; (2) managers treat employees fairly; (3) managers treat employees honestly and; (4) managers are sincere in trying to understand employees' opinions. Their research shows that when employees are assured that managers meet the four conditions above, financial performance, labor productivity, and product or service quality are “much better than average.” The work performance of employees increases and the trust between employees and employer is also strengthened. However, meeting the four qualities is not a lasting mechanism for promoting lifelong trust in the workforce. Another key aspect in creating a better work environment is the distinctive work characteristics obtained by employees. These characteristics are tenure, level of training, union membership, and salary payments, and different levels of these characteristics often lead to different levels of trust. Based on