The Neuroscience of Trust

Chanced upon this five-year-old HBR article on designing high-trust cultures.

Not only does trust create a meaningful difference in the culture but yields a long-lasting effect on talent retention or performance.

The stats may have changed but the underlying research and recommendations may still be valid.

8 Management Behaviors to foster trust

1. Recognize excellence ⭐
Recognition has the largest effect on trust when it occurs immediately after a goal has been met, when it comes from peers, and when it’s tangible, unexpected, personal, and public.

2. Induce “challenge stress.” 🚧
Assign attainable challenges; people report that their best days involved making progress toward goals. 

3. Give people discretion in how they do their work. 🏡💻
Being trusted to figure things out is a big motivator

4. Enable job crafting. 👍
People focus their energies on what they care about most.

5. Share information broadly. ℹ️
Share “flight plans” with employees to reduce uncertainty 

6. Intentionally build relationships. 👋
Even engineers need to socialize.

7. Facilitate whole-person growth. 🧍
Managers discuss work-life integration, family, recreation, and reflection.

8. Show vulnerability. 💁
Leaders ask for help from colleagues instead of just telling them to do things.

What would you add to this list?

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