Trust At Work

Trust at work has always been vital, but throughout the industrial age, when companies began recruiting large numbers of less-skilled and less-committed workers, it garnered greater attention.

Due to the rising complexity and interconnectedness of work, the increase of remote and hybrid work, and the need for agility and innovation in the face of rapid change, trust at work is more vital than ever in today's society.

Unexpected results from psychology and neuroscience indicate that trust in the workplace is directly associated with oxytocin, a hormone that promotes social bonding and emotions of safety and well-being. Oxytocin is produced when people engage with others in a pleasant and trustworthy manner, resulting in increased levels of trust and collaboration.

Successful leaders develop trust at work by fostering a culture of transparency, honesty, and responsibility, by communicating clearly and frequently, by sharing knowledge and resources, and by demonstrating trust and courtesy in their relationships with others.

Regrettably, many firms do not prioritize trust at work, focusing instead on short-term goals and profitability at the expense of employee engagement and well-being. This can result in excessive employee turnover, low morale, and a lack of creativity and innovation.

Trust at work is even more crucial in the context of a disengaged workforce, since disengaged employees are less likely to trust their coworkers and bosses, resulting in a vicious cycle of low trust and low engagement.

By easing communication and collaboration, providing feedback and recognition, and building a feeling of community and belonging, technology can assist improve workplace trust. For instance, virtual team-building activities, recognition platforms, and collaborative technologies can assist remote and hybrid teams develop trust and connections.