Trust: how to apply neuroscience in business

Employee Wellbeing: The Link Between Trust and Cybersecurity

In the post Employee wellbeing: wrong approaches and their impact on the cybersecurity of organizations, the relevance of this aspect for companies was already highlighted. Paul J. Zak, founding director of the Center for Neuroeconomic Studies at Claremont Graduate University, has studied this phenomenon for more than ten years.

In an article for the Harvard Business Review, Zak states that money is not what will increase long-term employee satisfaction, nor will current workplace trends such as business lunches. Instead, the key factor is trust.

The Science Behind Trust

Zak asked himself: What is the origin of trust? The answer, he found, lies in neuroscience. Humans trust others largely due to oxytocin, a hormone our brain secretes in social situations, which influences how we behave in those environments.

People with higher levels of oxytocin are more likely to share and trust others, even strangers. This effect is universal and can be observed across all cultures and geographies.

Trust in the Workplace

Once Zak identified oxytocin as a key element in employee satisfaction, he sought to determine specific actions that trigger its release, thereby increasing trust. After a decade of research, he and his team identified both catalysts and inhibitors of oxytocin, with stress being one of the most significant inhibitors.

From surveys and experiments at the organizational level, Zak’s team discovered eight management measures that can foster trust:

1. Recognize excellence – Publicly and personally acknowledge employees when they achieve goals, especially when recognition comes from peers.
2. Induce challenge stress – Set achievable but challenging goals to maintain motivation, avoiding both overly easy and unrealistic targets.
3. Autonomy on how to get the job done – Allow employees to organize their own workflows, fostering innovation and ownership.
4. Enable job crafting – Let employees choose projects that align with their interests to increase engagement.
5. Share the information – Promote transparency at tactical and strategic levels to reduce stress and build trust.
6. Intentional relationship building – Encourage workplace interactions that improve performance.
7. Facilitate holistic growth – Support both professional and personal development.
8. Show vulnerability – Leaders asking for help when needed can strengthen trust and collaboration.

The Impact on Employee Wellbeing

According to Zak:

“The effect of trust on self-reported work performance was powerful. Respondents whose companies were in the top quartile indicated they had 106% more energy and were 76% more engaged at work than respondents whose firms were in the bottom quartile. They also reported being 50% more productive... 50% more planned to stay with their employer over the next year, and 88% more said they would recommend their company to family and friends.”

The study also found positive effects on job satisfaction, alignment with company goals, and reduced burnout.

Conclusion

While some of these measures may be challenging to implement, Zak’s findings make it clear that fostering trust offers enormous benefits for both employees and organizations.

A healthy work environment not only improves the physical and mental wellbeing of staff, but also boosts organizational performance.

At Kymatio, we take employee wellbeing seriously. Our Wellbeing Module helps workers improve their situation through personalized recommendations and provides organizations with valuable insights at the individual, departmental, and organizational level — highlighting potential areas for improvement and concrete actions to take.