
In today’s fast-paced work environment, HR professionals are tasked with not only hiring the best talent but also retaining them. Leaders in HR are often left searching for solutions to increase retention and ensure employees feel supported in their roles. One often overlooked aspect of employee engagement and retention is trust—a key factor that impacts how individuals perform, collaborate, and remain loyal to their employers.
But what does trust have to do with performance and retention? The answer lies in the growing field of neuroscience, which has provided insights into how trust affects brain activity, decision-making, and team dynamics.
The Neuroscience of Trust
Trust is more than just an emotional or relational concept—it has a biological basis. Neuroscientists have discovered that trust triggers the release of oxytocin, a hormone that promotes bonding and cooperation. When employees feel trusted and believe that their team members and managers trust them, this neurochemical reaction strengthens social ties and improves collaboration.
From an HR perspective, this understanding is invaluable. Teams that are built on trust tend to perform better, solve problems more creatively, and have fewer conflicts. In contrast, low-trust environments create stress and disengagement, which are key contributors to turnover.

The role of trust in leadership and team dynamics becomes even more essential in high-risk industries like IT and cybersecurity, where collaboration and open communication are vital for solving complex problems. HR leaders who understand the importance of trust can foster environments that not only attract top talent but also keep them engaged long-term.
The Hidden Problem: Soft Skills
While trust is a powerful tool for engagement, another significant challenge HR leaders face is how to conduct successful performance reviews—especially when it comes to evaluating soft skills. Soft skills, which include communication, adaptability, problem-solving, and emotional intelligence, are often harder to measure compared to technical skills. Yet, they are critical for career growth, job performance, and team cohesion.
Many managers struggle during performance reviews because they don't know how to assess these non-technical attributes effectively. Worse yet, they may lack the tools to recommend meaningful career paths that align with an employee's strengths. This gap in knowledge leads to frustration for both the manager and the employee, as the review process feels more like a box-ticking exercise rather than an opportunity for genuine development.

Why Soft Skills Matter for Retention
Research from organizations like the World Economic Forum highlights that soft skills are essential for future job success. As automation and AI take over more routine tasks, soft skills—especially those related to creativity, empathy, and leadership—will become increasingly valuable. For employees, this means that mastering soft skills can open up a range of career opportunities. For companies, it means that cultivating these skills within their workforce is key to staying competitive.
However, the problem arises when HR leaders and managers lack the necessary insight to evaluate soft skills properly. Neuroscientific research shows that trust plays a critical role here as well. Employees are more likely to show their true potential, including their soft skills, in environments where they feel trusted and psychologically safe. Without trust, performance reviews can become skewed, with employees hiding their weaknesses or downplaying their strengths.
Improving Performance Reviews Through Trust
So, how can HR leaders improve the performance review process? By incorporating trust-building practices throughout the review cycle. Here are a few strategies based on neuroscientific insights:
Start with a Trust-Based Environment:Â Ensure that performance reviews are seen as developmental opportunities rather than punitive measures. Employees should feel that their managers are invested in their growth and that feedback is aimed at helping them improve.
Encourage Open Communication:Â Trust encourages employees to speak openly about their challenges and aspirations. During the review process, foster open dialogue, and ask employees about their career goals, the soft skills they want to develop, and how they envision their future within the company.
Provide Behavioral Feedback:Â Soft skills are often demonstrated through behavior. Focus feedback on specific actions that showcase strengths or areas for improvement. For instance, instead of telling someone they need to "communicate better," point to moments when they showed strong leadership during a team project.
Offer Trust-Building Opportunities:Â Encourage team-building exercises, peer mentorship programs, and collaborative projects that can help employees develop soft skills in a supportive environment.
By improving how soft skills are evaluated and nurtured, HR leaders can create an environment where employees feel both valued and empowered. Trust isn’t just a feel-good concept; it’s a tangible driver of engagement, retention, and performance.
The Impact on Retention
When employees feel trusted and know that their unique skills—especially their soft skills—are recognized and valued, they are more likely to stay with the company. This is particularly relevant in fields like IT and cybersecurity, where burnout is high, and employees may feel disconnected from their roles. Trust-based environments offer a sense of security and purpose that can dramatically reduce attrition.
In conclusion, HR leaders who want to improve employee retention, especially in IT and security teams, need to focus on fostering trust and enhancing the evaluation of soft skills. Understanding the neuroscience of trust provides a framework for creating better, more meaningful performance reviews that help employees grow and thrive in their careers.
Click here to learn more about how RemotelyMe helps companies build trust and increase retention rates.
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