We seek the right environment in a workplace because we know it will affect our happiness and success. A “good fit” means different things to different people: high earning potential, friendly coworkers, a chill vibe, or lots of flexibility. But maybe we should also consider whether that environment fosters a culture of trust.
Cultures that value trust nurture strong connections with coworkers, provide opportunities to learn, and allow the employee the autonomy to make meaningful contributions. Employees in high trust cultures report having more energy at work, suffer less chronic stress, and stay with their employer longer.
Paul J. Zak studies the neuroscience of trust and found that trust correlates with our levels of oxytocin, the feel-good hormone that regulates our emotional responses. High stress environments act as an oxytocin inhibitor. Conversely, a setting that encourages social connection promotes the release of oxytocin and that, in turn, increases our empathy, trust, and bonding.
So what is the magical elixir that will produce a high-trust culture? Zak advises us to look for employers who:
- Recognize excellence. Although all recognition is good, it is most effective when it occurs immediately after a goal has been met. Do you work for someone who provides real-time feedback and is quick to recognize your successes?
- Allow some autonomy. A 2014 Citigroup and LinkedIn survey found that nearly half of employees would give up a 20 percent raise for more control over how they work. Consider the importance of delivering projects in your own way.
- Share information. Only 40 percent of employees are well informed about their company’s goals. This uncertainty leads to chronic stress and undermines teamwork. Workplace engagement improves when supervisors communicate on a regular basis.
- Intentionally build relationships. Those who embrace a competitive environment may have it all wrong: when people care about each other, they perform better because they don’t want to let each other down.
- Show vulnerability. Leaders in high-trust environments are not afraid to ask for help. This stimulates oxytocin production in others, increasing their trust and cooperation. Instead of seeming weak, bosses who ask for help are viewed as more secure.
An ideal work environment might include more flexibility, higher earning potential, or any other priority you’ve deemed essential. But maybe it’s time to also consider how a culture of trust could add to your long-term happiness.