A lot of managers want employees to go the extra mile, yet they treat the relationship like a transaction. That mismatch is where trust starts to crack. In this episode of Management Muse, Cindi Baldi talks with award-winning author Hanna Hasl-Kelchner about the workplace social contract: the unwritten agreement that determines whether employees lean in, pull back, or start polishing their résumés.  Hanna breaks down the five “speed bumps” that can block trust: approachability, recognition, bias, workload management, and conflict management.  From overlooked ideas to overloaded high performers, this conversation gives managers a practical way to spot where trust may be getting stuck, and a roadmap to get the relationship back on track. Episode Highlights What a workplace social contract really means Why employees stop going the extra mile The five trust speed bumps every manager needs to address The subtle cues that may hurt your approachability as a manager When recognition can backfire The boundaries needed to build fairness About Hanna Hasl-Kelchner: Hanna's a no-nonsense workplace fairness strategist and the award-winning author of 'Seeking Fairness at Work - Cracking the New Code of Greater Employee Engagement, Retention & Satisfaction.' Her straight talk and practical tools have helped organizations from startups to S&P 500 companies tackle the messy realities beneath the surface of employee engagement and retention. Connect with Hanna: Linkedin | Facebook | Blue Sky | Youtube Watch This Episode on YouTube: https://youtu.be/09HooWAQ7vM Get your copy of The Uncertainty Playbook: 14 Strategies for Work Success in a Chaotic World here.  → Use code PLAYBOOK20 for 20% off. Get Science-Backed Insights and Exclusive Perks Straight to Your Inbox: → Sign up for our newsletter and get a FREE chapter of The Uncertainty Playbook. Want to Go Deeper? Check Out Our Recommended Reading: T. Kähkönen, et al., “Employee trust repair: A systematic review of 20 years of empirical research and future research directions,” Journal of Business Research, 130, 98-109 (2021). https://doi.org/10.1016/j.jbusres.2021.03.019  Rousseau, D.M. “Psychological and implied contracts in organizations,” Employ Respons Rights J 2, 121–139 (1989). https://doi.org/10.1007/BF01384942  Join Our Community & Follow Us:  - Youtube Channel  - LinkedIn - Instagram -Facebook -TikTok - Website