Something fundamental broke in 2022. Across 28 countries, 36,000 people answered questions that revealed a truth most of us felt but couldn’t quite name. A promise that held society together for generations suddenly felt hollow.

For decades, parents told children that hard work pays off. Study hard, work harder, and you’ll climb the ladder to success. Buy a house. Build a family. Live better than your parents did. But what happens when an entire generation looks around and realizes that formula no longer works?

Edelman’s Trust Barometer exposed a shocking reality that explains why so many people feel lost, angry, and disconnected from the systems they once believed in. Yet buried in this crisis lies an unexpected twist that might surprise you. People haven’t given up on trust entirely. They’ve just moved it somewhere nobody saw coming.

When the American Dream Stopped Working

Remember when getting a college degree meant job security? When loyalty to one company for 30 years earned you a pension and respect? When saving money in a bank account actually grew your wealth?

Edelman’s massive global survey reveals that most people no longer believe these old rules apply. Hard work used to promise upward mobility, homeownership, and financial security. Now it often leads to student debt, job insecurity, and watching housing prices soar beyond reach.

Young adults work multiple jobs yet still live with roommates. College graduates take unpaid internships hoping to prove their worth. Middle-aged workers get laid off and struggle to find equivalent positions. Older employees watch their retirement savings disappear during market crashes.

But here’s what makes this different from past economic downturns: people aren’t just struggling financially. They’ve lost faith in the entire system that promised hard work would fix everything.

Numbers Don’t Lie About Our Trust Crisis

Edelman’s data paints a stark picture of institutional failure. Only 44% of people trust governments to solve big societal problems. Just 42% believe these institutions can deliver real results when it matters most.

Media credibility has collapsed alongside political trust. News sources that once shaped public opinion now struggle to maintain audience loyalty. Social media platforms promised to democratize information but instead created echo chambers and misinformation campaigns.

Meanwhile, traditional pathways to success feel broken. Housing costs have outpaced wage growth for decades. Healthcare expenses bankrupt families despite insurance coverage. Education costs skyrocket while job prospects remain uncertain.

People watch politicians make promises during election cycles, then fail to deliver meaningful change. They see media outlets focus on sensational stories rather than substantive solutions. They experience social media algorithms designed to create outrage rather than understanding.

Yet something interesting emerges from this wreckage of broken trust. While faith in governments, media, and social platforms crumbles, one institution maintains strong credibility: business.

Your Boss Beats Your Government Every Time

Here’s where the story takes an unexpected turn. “75% trust their employer, making the employer-employee relationship one of the strongest pillars of trust today,” according to Edelman’s research.

People trust internal company emails more than news reports with named sources. Company newsletters rank higher than social media posts by massive margins. Workplace communication beats government announcements in credibility contests.

Why do employees trust their bosses more than elected officials? Daily interactions build relationships that distant political figures can’t match. When your manager says the company will provide health insurance, you see the benefits in your paycheck. When politicians promise healthcare reform, you wait years for results that may never come.

Employers deliver immediate value through paychecks, benefits, and career opportunities. Government programs require bureaucratic navigation and uncertain outcomes. Business decisions affect your life directly and quickly, while political changes filter through layers of red tape.

Workers see their companies respond to problems faster than any government agency. Need time off for family emergencies? HR departments can approve requests within hours. Need government assistance during tough times? Prepare for months of paperwork and waiting.

Why Institutions Failed While Businesses Succeeded

Governments made promises they couldn’t keep. Politicians campaigned on fixing healthcare, education, and inequality, then blamed opposition parties when nothing changed. Bureaucratic systems moved too slowly to address rapid economic changes.

Media outlets lost credibility through bias, sensationalism, and corporate influence. People stopped trusting news sources that seemed more interested in clicks than truth. Social media amplified division instead of fostering meaningful dialogue.

Meanwhile, successful businesses adapted to survive. Companies that ignored employee needs lost talent to competitors. Organizations that provided poor customer service lost market share. Market forces punished business failures more quickly than political systems punished government failures.

Smart companies learned to listen to stakeholder concerns and respond accordingly. Employee feedback shapes workplace policies. Customer complaints drive product improvements. Investor demands influence corporate strategy.

Business leaders face immediate consequences for poor decisions. CEOs get fired when companies fail. Managers lose teams when they treat workers badly. Sales drop when products disappoint customers.

Workers Want Companies to Save the World Now

People now expect businesses to solve problems that governments can’t or won’t address. “Social impact isn’t optional anymore. It’s expected,” the survey reveals.

Workers want CEOs to speak out on climate change, economic inequality, workforce development, and social justice. Employees make career decisions based on company values, not just salary offers. Consumers choose brands that align with their beliefs about right and wrong.

Edelman found that 64% of people would invest in companies whose values match their own, while 60% would work for businesses that share their principles. Company stances on environmental protection, worker rights, and community development influence purchasing decisions.

Job seekers research corporate social responsibility programs before applying for positions. Investors evaluate environmental, social, and governance factors when choosing stocks. Customers boycott businesses that support causes they oppose.

Companies respond to these expectations because their survival depends on maintaining stakeholder trust. Businesses that ignore social concerns lose employees, customers, and investors to competitors who demonstrate authentic commitment to shared values.

New Rules of Work and Life

Hard work still matters, but context determines everything. Working 60 hours per week for a company that exploits workers leads to burnout without reward. Investing effort in organizations that provide growth opportunities, fair compensation, and meaningful work creates different outcomes.

Modern workers evaluate total packages beyond salary numbers. Company culture, professional development opportunities, work-life balance, mental health support, and social impact all factor into career decisions.

Job security comes from developing valuable skills within stable, ethical organizations rather than just showing up and following orders. Career advancement depends on company investment in employee growth, not just individual effort and ambition.

Workers prioritize employers who offer learning opportunities, promote from within, and support career transitions. Companies that provide tuition reimbursement, mentorship programs, and skill training attract better talent than those offering only competitive salaries.

Benefits packages now include mental health resources, flexible schedules, and family support services. Workers choose employers who demonstrate care for employee wellbeing beyond basic healthcare coverage.

When Companies Fail Trust Tests

Businesses that disappoint stakeholder expectations face swift consequences. Employee turnover costs money and damages reputation. Consumer boycotts hurt sales and brand value. Investors pull funding from companies that misalign with market values.

Workers leave employers who make empty promises about promotion opportunities or work-life balance. Customers abandon brands that claim environmental responsibility while engaging in harmful practices. Investors sell stocks in companies with poor governance records.

Recovering from broken trust requires authentic change, not just public relations campaigns. Companies must demonstrate real commitment to stated values through policy changes, investment decisions, and leadership behavior.

Smart businesses understand that maintaining trust requires consistent action over time. One-time gestures or temporary programs won’t rebuild damaged relationships with employees, customers, or investors.

Future Belongs to Purpose-Driven Organizations

Companies that adapt to new trust expectations will thrive in coming decades. Traditional “maximize profits at any cost” approaches alienate stakeholders who demand broader social responsibility.

CEOs must become community leaders who address societal challenges alongside business objectives. Internal communication strategies should maintain employee trust through transparency and authentic engagement.

Organizations that solve problems governments can’t tackle will earn lasting loyalty from workers and customers. Companies investing in employee development, environmental protection, and community improvement create competitive advantages.

Purpose-driven businesses attract better talent, more loyal customers, and patient investors who share long-term vision. Workers want to contribute to something meaningful beyond quarterly earnings reports.

What This Means for Your Career and Money

Choose employers based on values alignment and social impact, not just salary offers. Research company culture, leadership behavior, and stakeholder treatment before accepting job offers.

Evaluate investment opportunities using environmental, social, and governance criteria alongside financial metrics. Companies with strong stakeholder relationships often provide better long-term returns than those focused solely on short-term profits.

Develop skills that align with purpose-driven organizations’ needs. Communication, collaboration, problem-solving, and emotional intelligence become increasingly valuable in workplaces that prioritize stakeholder engagement.

Build financial security through multiple income streams and skill diversification rather than relying solely on traditional employment relationships. Economic uncertainty requires adaptability and self-reliance.

Hard Truth About Hard Work Today

People haven’t abandoned the concept of earning success through effort. They’ve changed their definition of what success looks like and where it comes from.

Working hard for organizations with shared values and social impact still leads to better outcomes. Working hard within broken systems designed to benefit others leads to frustration and disappointment.

New success requires effort plus value alignment plus social contribution. Find employers who invest in your growth while contributing positively to society. Choose career paths that provide personal fulfillment alongside financial security.

Hard work combined with smart choices about where to invest that effort creates the better life that previous generations promised but current institutions struggle to deliver. Trust your employer more than your government, but choose that employer wisely.