This document discusses how building trust can improve employee engagement and business outcomes. It notes that low employee engagement is a sign of lost trust and that creating a culture of trust can help address engagement issues. It then outlines research showing that higher trust leads to higher productivity, better quality work, increased profits, and happier employees with more energy and better collaboration. The document suggests eight specific management behaviors that can foster trust, such as recognizing employees, giving them discretion and growth opportunities, sharing information, building relationships, showing vulnerability, and focusing on employees' whole self and not just their work. It emphasizes that the return on trust includes greater employee engagement, performance, and recommendation of the company.

1. Neuroscience of TRUST
Paul J Zak

2. 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

3. The Fact (Gallup Inc)
lead to positive
outcomes for both
individual and
organizations.
Higher productivity
Better-quality product
Increased profitability

4. Paul Zak Research
More Energy
Better Collaboration
Stress Meter
Happier

5. 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.

6. Where to Start..??

7. Brain
USE
YOUR
BRAIN

8. Oxytocin and Happinest

9. How Trust Creates Joy
How much do you enjoy your job on a typical day?

10. 8 Management Behavior that Foster Trust
1. Recognize
Excellent After a goal has been met
Public Public recognition not only uses power
of the crowd to celebrate successes, but a
inspires other to aim for excellent
tangible

11. oxytocin
adrenocorticotro
pin
Difficult but
achievable
job
strengthen social connection
76% member make a progress toward goal.
2. Induce “Challenge stress”

12. 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

13. 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.

14. 5. Share information broadly
supervisor must have some form of
daily communication with direct
reports.
Do you know
our Company’s
GOAL
STRATEGY
TACTIC..???
NO
NO
NO
NO
NO
YES
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
TeamWork
“Openness is the antidote. Ongoing
communication is the key”.
NO
NO

15. 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

16. 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.

17. 8. Show vulnerability
“Asking for help is effective because it
taps into the natural human impulse to
cooperate with others”

18. 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

19. What are you
waiting for..??
TRUST your
Employee
CELEBRATE
Your
Success..!!!

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