The Neuroscience of Trust

Management behaviors that foster employee engagement

Sourced through Scoop.it from: hbr.org

You want to commercialize your science? Yes. Do you have the vehicle to commercialize it? Yes. What is it? Your company. You have not long ago made it. You have, along with the company, a product with the potential to change the world, and the size of your bank deposits. But, lacking direction, the company will be a mere shell and a failure. This HBR article explains how you can leverage the biology of Oxytocin (which when you have more of, you trust more) to turn your company to success and, with your product, leave the world otherwise than you found it. 

First know what can make employees work more productively for, be more satisfied with, and be more loyal to your company. Trust. As stated in the article, ‘Compared with people at low-trust companies, people at high-trust companies report: 74% less stress, 106% more energy at work, 50% higher productivity, 13% fewer sick days, 76% more engagement, 29% more satisfaction with their lives, 40% less burnout.’ So, immense are the benefits of making your company a high-trust one. Here a habits to improve this trust.  

• Acknowledge Excellence: People want acknowledgement from co-workers and family. They want it to be in the form of admiration, praise, and tangible objects (like bonuses, cars, and such).
• Give Responsibility: When you don’t trust your employees, they don’t trust you, making them less efficacious in their jobs than they could be. To show trust, allot them projects essential to the company and share information. For example, let them see the ‘secret’ of other departments.
• Create Difficult yet Reachable Goals: Define a goal, set a time limit, tell them your expectations, and them let them work.

Here, I’ve named a few methods but they aren’t all. Read, find more out, and make your company to success.