How cognition based trust can improve workplace relationships

Improving Workplace Relationships through Cognition-based Trust

Do you trust your colleagues at work? It’s a critical question because trust is fundamental to the success of any organization. Unfortunately, many workplaces lack trust due to various factors such as poor communication, politics, and discrimination. But, one trust concept that has gained popularity over the years is cognition-based trust. In this article, we’ll explore what cognition-based trust is and how it can improve workplace relationships.

What is cognition-based trust, and how does it differ from other types of trust?

Cognition-based trust is a type of trust that is based on the competence, reliability, and predictability of another person. It comes into play when we work with people who we don’t know well or have no personal relationship with. This type of trust is different from affect-based trust, which is based on emotional attachment or personal feelings towards someone.

When you trust someone based on cognition, you believe that the person is capable and reliable in performing their duties. It’s a rational decision that’s made after evaluating a person’s competency, integrity, and consistency. In other words, cognition-based trust is more objective and less emotional.

How does cognition-based trust improve workplace relationships?

Cognition-based trust is essential in the workplace because it leads to more effective communication, cooperation, and collaboration. When you trust your colleagues or employees based on their competence and reliability, you’re more likely to share information, ask for help, and delegate tasks.

Moreover, cognition-based trust reduces the need for monitoring and supervision, leading to increased autonomy and job satisfaction. Employees who feel trusted by their colleagues or supervisors are more likely to take ownership of their work and demonstrate a higher level of commitment and engagement.

In addition, cognition-based trust helps to reduce conflicts and misunderstandings that can arise from miscommunication and mistrust. When you believe that your colleagues are competent and reliable, you’re more likely to give them the benefit of the doubt and assume positive intentions, even in challenging situations.

Examples of cognition-based trust in the workplace

Cognition-based trust can manifest in various ways in the workplace. For instance, when a manager assigns a task to an employee without micromanaging or checking up on them, it shows that the manager trusts the employee’s competence and reliability. Similarly, when team members collaborate and share information freely without fear of being judged or criticized, it indicates that they trust each other’s knowledge and expertise.

One example of a company that values cognition-based trust is Google. Google has a unique hiring process that emphasizes a candidate’s intelligence, problem-solving skills, and leadership capabilities. Once hired, employees are given significant autonomy and are trusted to perform their duties without much supervision. This trust leads to high levels of employee satisfaction, productivity, and innovation.

Conclusion

In conclusion, cognition-based trust is a critical component of workplace relationships that leads to effective communication, cooperation, and collaboration. By trusting colleagues and employees based on their competence and reliability, organizations can reduce conflicts, improve job satisfaction, and increase productivity. As a manager or employee, it’s essential to cultivate cognition-based trust among colleagues and build a culture of trust within the organization.