From Cave to Cubicle: Why Trust Matters

Fueled by technological advances, today's modern workplace feels worlds away from our cave-dwelling roots. But there is at least one factor that hasn't changed for centuries: the human need for trust.

In the office (and in life), trust is essential for maintaining a healthy environment where people feel accepted and encouraged to grow into an even better version of themselves. Without it, we all feel less certain and less motivated to perform our best.

According to research from Paul Zak, founding director of the Center for Neuroeconomics Studies at Claremont Graduate University, high-trust organizations are more productive, energetic, collaborative, and enjoy longer employee tenure than low-trust companies.¹  For leaders, fostering a sense of trust requires both intention and attention. But the benefits make the extra effort worthwhile.

10 Benefits of Trust in the Modern Workplace

1. Collaboration: Trusting employees are more likely to collaborate with each other, share ideas, and work toward common goals.
2. Innovation: A trusting environment encourages employees to take risks, experiment, and think creatively without fear of judgement.
3. Engagement: Employees who feel trusted and valued are more likely to be engaged in their work and committed to the organization.
4. Increased Productivity: Trust encourages open communication and teamwork, leading to more efficient problem-solving and decision-making.
5. Reduced Conflict: A trusting environment minimizes interpersonal conflicts and misunderstandings, allowing employees to focus on their work.
6. Empowerment: When employees feel trusted, they are empowered to take initiative.
7. Loyalty: Employees who feel trusted and valued are more likely to be satisfied with their jobs, reducing turnover and absenteeism.
8. Knowledge Sharing: Trust promotes the sharing of knowledge and expertise, fostering a culture of continuous learning and improvement.
9. Resilience: A trusting culture can help organizations weather economic downturns and other challenges.
10. Customer Satisfaction: When customers trust an organization, they are more likely to be loyal and satisfied with its products or services.

Trust is a valuable asset in the modern workplace. But the concept of it isn't modern at all. In fact, trust has played an important role in our evolutionary journey since the beginning. It has enabled us to form complex societies, cooperate on large-scale projects, and thrive as a species. In the early days of humanity, survival often depended on cooperation rather than competition. Early humans who could trust and rely on each other were more likely to survive and reproduce.

Our historical need for trust has evolved into a complex neurological system that still shapes our behaviour today. The neurotransmitters oxytocin and dopamine play crucial roles when it comes to trust. When we feel trusted or connected to others, our brains release oxytocin, fostering a sense of safety and belonging. When we experience positive outcomes from trusting others, our brains release dopamine, reinforcing the behaviour and making us more likely to trust again in the future.

On the other hand, when we perceive a threat to trust, our bodies activate the "fight-flight-or-freeze" response, releasing stress hormones like cortisol. The physiological effects can be intense and overwhelming, even in situations that are not physically dangerous. To the human brain, an untrusting atmosphere at the office can feel just as scary as a dark, tiger-infested forest.

Understanding the evolutionary roots of trust makes it easier to see why it is so important for leaders to foster a trusting culture at work. To build more trust, leaders can implement the following tactics.

10 Ways to Build Trust

1. Be Positive: Maintain a positive and optimistic outlook.
2. Include Everyone: Foster an environment where all employees feel welcome and respected. 
3. Communicate Openly: Be transparent about goals, challenges, and decisions. Provide constructive feedback regularly, both positive and negative.
4. Support Psychological Safety: Let employees know that their opinions are valued, and that they are free to speak up without fear of reprisal.
5. Show Empathy: Demonstrate an understanding of employees' perspectives.
6. Demonstrate Integrity: Act ethically, and consistently adhere to values.
7. Practice Accountability: Hold yourself and others accountable for agreed upon responsibilities and outcomes.
8. Model Vulnerability: Share your own challenges and mistakes.
9. Champion Others: Recognize and reward employees for their contributions.
10. Commit to Growth: Encourage professional development for yourself and your team.

By implementing these strategies, leaders can create a culture of trust that fulfills a critical, evolutionary human need—while benefitting their organization and helping others grow into the best version of themselves. We're not dwelling in caves anymore, but in this rapidly changing world, trust is more important than ever.

Sources

1: Zak, Paul J. "The Neuroscience of Trust. " Harvard Business Review, 2017, https://hbr.org/2017/01/the-neuroscience-of-trust?ref=blog.tandem.chat.