4 Ways to Create a Culture of Trust

Engaged employees have strong connections with colleagues, feel they are contributing to their company, and are given ample opportunities to learn. When your people are engaged, they are more productive, produce better-quality products and generate higher profitability.

So, having a culture that encourages employee engagement is good for business. But where should your company begin? Start by building a culture of trust. “Employees in high-trust organizations are more productive, have more energy at work, collaborate better with their colleagues, and stay with their employers longer than people working at low-trust companies,” says Paul J. Zak, author of The Neuroscience of Trust for the Harvard Business Review.

According to a survey by PwC, 55% of CEOs think a lack of trust threatens their organization’s growth. Although they understand the stakes, most have done little to increase trust.

Here are 4 management behaviors that foster trust and improve performance.

1. Recognize Excellence

If you’ve read our blog before, you’ll know the value that quality recognition brings. It has the largest effect on trust, especially when it occurs immediately after a goal has been met. Recognition is more effective when it comes from peers and when it’s tangible, unexpected, personal, and public.

2. Induce “Challenge Stress”

This is when a manager gives their team a difficult but achievable job. The moderate stress of this task releases neurochemicals that intensify focus and strengthen social connections. This only works if the challenge is attainable and has a concrete endpoint. Leaders should check in frequently and adjust goals to ensure they can be completed.

3. Give People Discretion in How They Work

Once employees have been trained, allow them to execute projects in their own way. Being trusted to figure things out is a big motivator. Autonomy also promotes innovation. However, oversight coaching can help keep people on track while they experiment.

4. Enable Job Crafting

Let employees craft their role. When you trust your people to choose their projects, they will focus on what they care about. When employees care about their work, they are more likely to stay year after year.

Looking for more ideas on how to build trust in your organization? Read The Neuroscience of Trust for 4 more ways to improve trust and engage your people.