Creating a Culture of Trust

Paul Zak has published an article in Harvard Business Review titled, "The Neuroscience of Trust." Zak opens by stating, 

In my research I’ve found that building a culture of trust is what makes a meaningful difference. 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. They also suffer less chronic stress and are happier with their lives, and these factors fuel stronger performance.

He goes on to explain how he has conducted research on the neuroscience of trust. Zak has conducted numerous experiments measuring the brain chemical oxytocin to gain a better understanding of "why trust varies across individuals and situations." He's also conducted survey research in numerous organizations. Through his research, Zak has identified eight factors that enhance trust in organizations. 

1. Leaders must recognize excellence publicly. 

2. Leaders should provide people challenging work. 

3. Leaders ought to give people some autonomy with regard to how work gets done. 

4. Leaders should give people some say with regard to which tasks they perform. 

5. Leaders ought to share information about the firm's goals, strategies, and performance. 

6. Leaders have to show people that they care about them. 

7. Leaders should promote the personal and professional development of their employees.

8. Leaders should not be afraid to ask for help when necessary.