Neuroscience of TRUST

Paul J Zak

The Problem and Solution• Leader know that

low employee engagement is a sign of lost value.

• Create culture of TRUST is the way to cope with it.

OR

The Fact (Gallup Inc)

having strong connection with one’s work and

colleagues,

feeling like a real contributorenjoying ample chance to learn

lead to positive outcomes for both

individual and organizations.

Higher productivity

Better-quality productIncreased profitability

Paul Zak ResearchHIGH

TRUST

More EnergyBetter Collaboration Stress Meter

Happier

Leaders Understand The Stakes• In 2016 global CEO

survey, PwC reported that 55% CEO think that a lack of trust is a threat to their organization growth.

Where to Start..??

Brain

USE YOUR BRAI

N

Oxytocin and Happinest

How Trust Creates Joy

How much do you enjoy your job on a typical day?

8 Management Behavior that Foster Trust

1. Recognize ExcellentAfter a goal has been met

Public Public recognition not only uses power of the crowd to celebrate successes, but also inspires other to aim for excellent

tangible

oxytocin

adrenocorticotropin

Difficult but achievable

job

strengthen social connection

76% member make a progress toward goal.

2. Induce “Challenge stress”

I will do with my own way

3. Give people discretion in how they do their work

nearly half of employees would give up a 20% raise

for greater control over how they work

GOAL..!!

4. Enable Job crafting

have highly productive colleagues who stay with the company year after

year. Have no job title they self organized into work group.

5. Share information broadly

supervisor must have some form of daily communication

with direct reports.

Do you know our Company’

s GOAL

STRATEGYTACTIC..??

?

NONO

NO

NO

NOYES

YES

NO

YES

NO

only 40% of employee report that they are well informed about their company’s Goal, Strategy,

and Tactic

This uncertainty about the company’s

direction leads to chronic

stress, which inhibits the release of

oxytocin and undermines teamwork

Team W

ork

“Openness is the antidote. Ongoing communication is

the key”.

NO

NO

6. Intentionally build relationship

manager who express interest in and concern for team member’s success and personal well-being outperform others in the

quality and quantity of their work.

7. Facilitate whole-person growth

Growing new skill is not enough

Growing as human being

Personal

growth

work-life integration

family

recreation

reflection

When manager set clear goals, give employee

the autonomy to reach them, and

provide consistent

feedback, the backward looking

annual performance review is no

longer necessary.

Investing in the whole person has a powerful effect on engagement and

retention.

8. Show vulnerability

“Asking for help is effective because it taps into the natural human

impulse to cooperate with others”

The Return on Trust (ROT)The effect of trust on self-reported work performance was powerful.

76% more engaged at work

50% more 60% Enjoy the job

Company Purpose

70%

66% to their colleagues

11% More empathy

106%

88% they recommend their company

Darmawan Park

What are you waiting for..??

TRUST your Employee

CELEBRATE Your

Success..!!!

Still DOUBT..??Let’s Discussion..Don’t

TRUST

TRUST