Compared with people at low-trust companies, people at high-trust companies report 74% less stress, 106% more energy at work, 50% higher productivity, 13% fewer sick days, 76% more engagement, 29% more satisfaction with their lives, and 40% less burnout.
My group then spent the next 10 years running additional experiments to identify the promoters and inhibitors of oxytocin. This research told us why trust varies across individuals and situations. For example, high stress is a potent oxytocin inhibitor. We also discovered that oxytocina useful trait for social creatures trying to work together. We were starting to develop insights that could be used to design high-trust cultures, but to confirm them, we had to get out of the lab.
Barry-Wehmiller Companies, a supplier of manufacturing and technology services, is a high-trust organization that effectively recognizes top performers in the 80 production-automation manufacturers it owns. CEO Bob Chapman and his team started a program in which employees at each plant nominate an outstanding peer annually. The winner is kept secret until announced to everyone, and the facility is closed on the day of the celebration.
When Amabile analyzed 12,000 diary entries of employees from a variety of industries, she found that 76% of people reported that their best days involved making progress toward goals.Once employees have been trained, allow them, whenever possible, to manage people and execute projects in their own way. Being trusted to figure things out is a big motivator: A 2014found that nearly half of employees would give up a 20% raise for greater control over how they work.
Often, younger or less experienced employees will be your chief innovators, because they’re less constrained by what “usually” works. That’s how progress was made in self-driving cars. After five years and a significant investment by the U.S. government in the big three auto manufacturers, no autonomous military vehicles had been produced. Changing tack, the
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