Neuroscience of Trust

summary of hbr article neuroscience of trust.

In “The Neuroscience of Trust,” Paul J. Zak identifies eight management behaviors that foster trust:

1. recognize excellence
   Acknowledge high performers promptly and specifically.
2. introduce “challenge stress”
   Assign achievable, challenging tasks to stimulate growth.
3. grant autonomy
   Allow employees to choose how they complete tasks.
4. enable job crafting
   Let employees align their roles with their strengths and interests.
5. share information
   Communicate openly about company goals and strategies.
6. intentionally build relationships
   Encourage social connections among team members.
7. facilitate whole-person growth
   Support professional and personal development.
8. show vulnerability
   Leaders should seek input and admit mistakes.

These behaviours will not only foster trust, they will also affect the performance and satisfaction of your employees. The study of Paul J. Zak finds that employees working in an high trust environment enjoyed, among others, the following benefits:

• were 70% more aligned with their companies’ purpose
• experienced 40% less burnout from their work
• felt a 41% greater sense of accomplishment
• earned 17% more in companies in the highest quartile of trust

He then argues that in a competitive market, higher salaries will only occur if the employees in high-trust companies are more productive and innovative.

Have a look at the article to learn more about the Paul J. Zak’s work.