In Brief
The Problem
Leaders know that low employee engagement is a sign of lost value—it’s clearly something they want to fix. But most of them don’t know how, so they provide random perks, hoping those will move the needle.
The Solution
It’s much more effective to create a culture of trust. Neuroscience research shows that you can do this through eight key management behaviors that stimulate the production of oxytocin, a brain chemical that facilitates teamwork.
The Payoff
By fostering organizational trust, you can increase employees’ productivity and energy levels, improve collaboration, and cultivate a happier, more loyal workforce.
Companies are twisting themselves into knots to empower and challenge their employees. They’re anxious about the sad state of engagement, and rightly so, given the value they’re losing. Consider Gallup’s meta-analysis of decades’ worth of data: It shows that high engagement—defined largely as having a strong connection with one’s work and colleagues, feeling like a real contributor, and enjoying ample chances to learn—consistently leads to positive outcomes for both individuals and organizations. The rewards include higher productivity, better-quality products, and increased profitability.
