When Trust Breaks at the Top: What HR and Leadership Need to Get Right
Let’s talk about trust in people, in leadership, and in the companies we work for.
Recently, the CEO of Astronomer, Andy Byron, was spotted at a Coldplay concert with the company’s Chief People Officer, Kristen. A short video went viral, showing them in a moment of affection that quickly set off online speculation about a workplace relationship. But this blog isn’t about rumors or drama. It’s about what happens to trust, company culture, and credibility when leadership, especially HR, is at the center of controversy.
Because while the internet is busy watching the footage on loop, Astronomer still has clients, employees, and deadlines to meet. So how do you lead in a storm like this?
I sat down with Justin Volman, CEO of Volman HR Strategy, to unpack this. He brings over a decade of HR experience and cuts right to the heart of the issue: when trust is broken at the top, the impact is company-wide.
Watch the full video interview here:
When HR Is in the Hot Seat
“This is a crisis,” Justin said. “Not just because of the media firestorm, but because it calls the entire leadership structure into question.”
Think about it: if your CEO and Chief People Officer, the very people responsible for enforcing company values, are caught breaking the rules, what message does that send to everyone else?
Actions speak louder than all-hands memos. And when those actions contradict the company’s stated policies, employees start asking uncomfortable (and valid) questions:
Why do we have policies if leadership can ignore them?
Who else knew?
What else is being swept under the rug?
This isn’t just about gossip. It’s about culture erosion.
The Right First Step (But It’s Just a Start)
To their credit, Astronomer did act quickly. Both leaders were placed on administrative leave. The company’s co-founder stepped in as interim CEO. It’s textbook crisis response, but it’s also just step one.
Rebuilding trust requires more than just putting people on leave. “This is a long game,” Justin pointed out. “Trust will only come back through actions, transparency, and a clear commitment to do things differently moving forward.”
That includes internal and external transparency. Employees deserve answers. Clients deserve confidence. Job seekers are watching. A one-paragraph statement isn’t enough.
Transparency > Silence
There’s a difference between handling something “internally” and being strategically transparent. This is a very public story, and millions of people have seen the video. The public deserves a follow-up.
Transparency doesn’t mean spilling every detail. It means acknowledging the situation, owning what happened, and clearly stating what actions the company is taking and why.
People don’t expect perfection, but they do expect honesty.
Culture Fallout: What Happens Inside the Company
Imagine being an employee at Astronomer right now.
Every conversation, Slack message, and team meeting is shadowed by what happened. People are second-guessing leadership. Some might feel betrayed. Others embarrassed. Many just want to know how it impacts their jobs.
If the company doesn’t address those emotions head-on, the damage festers.
"Even if they held an all-hands meeting, those questions don’t disappear overnight," Justin said. "People want to know…did others know? Were rules broken beyond just what we saw? And most of all: is it safe to speak up?"
From PR Crisis to Credibility Opportunity
Here’s the reality: this story isn’t just a PR mess; it’s a litmus test for how leadership handles accountability. If done right, Astronomer could use this to rebuild stronger, with clearer policies, real accountability, and renewed commitment to integrity.
That starts with:
✅ An external and internal update on the investigation
✅ A new interim or permanent CPO with a clean slate
✅ A recommitment to ethical leadership at every level
✅ Listening to employees even if what they say is uncomfortable
Why Boundaries Still Matter in a Post-Zoom World
Justin made one more important point . Workplace relationships aren’t new. And yes, in a hybrid world where coworkers spend hours together on video calls and digital chats, lines can blur.
But blurred lines don’t mean no rules.
Every company needs clear policies on relationships, boundaries, and reporting structures. They should also require disclosures if relationships happen. HR’s job isn’t to police feelings. It’s to prevent conflicts of interest, bias, and workplace fallout.
If you don’t have a policy in place, you're gambling. And when the people writing and enforcing the policies violate them? That’s not just ironic; it's destructive.
A Wake-Up Call for Every Company
Astronomer isn’t alone. Similar stories are unfolding in the NFL Players Association, in tech startups, in government. Leaders break rules. Companies scramble. People lose trust.
The difference is in what comes next.
"Without solid policies and training, businesses are exposed," Justin emphasized. “You don’t want to find out your policies don’t work when you’re already in the middle of a crisis.”
This is why his firm focuses so much on HR audits, employee handbooks, and job seeker support. Because chaos hits hardest where structure is missing.
Final Word: Fix the System, Not Just the Moment
Whether you’re a CEO, HR leader, or job seeker, one truth holds: we’re all watching how leaders behave when it’s hard.
Your company’s values don’t mean much until they’re tested. So if you're in the middle of a storm, use it. Clean house. Set new standards. Communicate clearly. And above all, be human.
Thanks to Justin Volman for the thoughtful conversation and honest take on what it means to lead with integrity.