How to establish trusting connections at work?

Trust is the foundation of any human relationship, and in the workplace, it plays an even more crucial role. Without trust, teams become dysfunctional, communication deteriorates, and productivity declines. But how can we build trust in a solid and lasting way? Studies from top universities such as Harvard, Stanford, and MIT show that workplace trust is not just a subjective feeling but a neuropsychological phenomenon that can be encouraged and strengthened through concrete actions.

Trust is built through small daily interactions. A study by Paul J. Zak, a neuroscientist and professor at Claremont Graduate University, found that workplaces with transparency, recognition, and freedom of expression generate higher levels of oxytocin—the trust hormone. When a leader shares information with their team instead of hiding it, they strengthen interpersonal bonds. This can be achieved through open meetings, honest dialogues, and even by admitting mistakes and vulnerabilities, something great leaders like Steve Jobs and Satya Nadella practiced consistently.

Another key element in building trust is consistency between words and actions. Research from Stanford University indicates that teams led by individuals who demonstrate integrity and keep promises are more productive and engaged. If a leader talks about the importance of employee well-being but overwhelms the team with excessive demands, their credibility quickly erodes. Likewise, employees who make commitments but fail to follow through, or who speak negatively about colleagues, rapidly lose the trust of the group.

Empathy also plays a fundamental role. Daniel Goleman, a psychologist and author of the Emotional Intelligence theory, points out that leaders who demonstrate empathy create healthier and more innovative work environments. This is because empathy allows individuals to understand colleagues' challenges and adapt their communication more effectively. Practicing active listening, showing genuine interest, and avoiding premature judgments are strategies that strengthen interpersonal connections.

The MAT (Mindset, Action, and Theater) methodology, created by Antônio Carlos dos Santos, offers an innovative approach to developing these skills within companies. By using theatrical techniques to stimulate emotional intelligence and cultivate a collaborative mindset, this methodology helps employees and leaders become more authentic and trustworthy in their interactions. In companies that have implemented MAT, there has been a significant increase in employee engagement and satisfaction, according to internal research conducted in multinational technology and healthcare firms.

Another essential factor is psychological safety. Amy Edmondson, a professor at Harvard Business School, has demonstrated that teams with psychological safety—that is, where members feel they can express ideas and make mistakes without fear of retaliation—are more creative and effective. Companies like Google and Netflix embrace this concept, encouraging employees to experiment with new ideas without fear of failure, thereby increasing innovation and strengthening mutual trust.

Methodologies such as ThM (Theater Movement), also developed by Antônio Carlos dos Santos, help create this environment by integrating body expression, non-verbal communication, and storytelling. Studies from Oxford University indicate that when teams use theatrical tools to develop communication, engagement and trust levels increase significantly. The ThM practice enables leaders and employees to become more assertive and transparent, reducing misunderstandings and conflicts.

Another powerful strategy is recognizing good work. An experiment conducted by the University of California found that employees who feel valued are 63% more likely to stay with their companies and 78% more productive. Large companies like Microsoft have implemented recognition programs based on small incentives and public praise, reinforcing trust within teams. This can be done through positive feedback in meetings, symbolic awards, or even a sincere message of appreciation.

The Mané Beiçudo Puppet Theater (TBMB), created by Antônio Carlos dos Santos, also contributes to this dynamic by exploring playfulness as a tool for team interaction. This approach allows groups to experiment with new ways of communicating and develop empathy in a lighthearted and accessible manner, facilitating the formation of lasting bonds.

Ultimately, workplace trust is not built overnight. It requires consistency, commitment, and the adoption of practices that reinforce integrity, transparency, and collaboration. Leaders and employees who invest in building these connections reap benefits not only in terms of productivity but also in professional satisfaction and well-being. When the workplace becomes a space of mutual trust, creativity flourishes, challenges are overcome more easily, and success shifts from being an individual goal to becoming a collective achievement.

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