Authenticity is the Key to Employee Relationships
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Authenticity is defined as the quality of being real or true. When we talk about authenticity as a trait in a person, we mean people who show their true selves - values, beliefs, emotions, and personality. When we are children, we are very authentic: we voice our dreams, we express our emotions and we act how we want to. As we grow up, society puts pressure on us to conform to certain norms and we may end up masking or hiding some of who we are. We can also sometimes change how we act depending on who we are around to fit in. This is not unusual, but it can be nonetheless mentally exhausting (whether you realize it or not).
At work, this masking can be especially exhausting when some organizations have created cultures filled with expectations of rigid professionalism. This makes it hard for people to create real connections and relationships with the people they work with, and connection is both essential and beneficial in any workplace.
What Authenticity Looks Like in Life
First and foremost, authenticity allows for deeper, more meaningful connections. This is done by:
Addressing emotions as they come up. Less bottling of emotions means less conflict and more open conversation.
More present & grateful for the current moment.
Less shame or embarrassment around who you are.
More accepting of other people as they are
Staying true and honest about their beliefs and values. This usually attracts people with similar values, as opposed to possibly just blending in with people who have completely different beliefs.
These few points by themselves create an overall happier human being. That by itself should be a selling point, but in case it isn't, let's look at the benefits of authenticity in the workplace specifically.
The Benefits of Authenticity at Work
A study by the Institute of Inclusive Leadership shows that 71% of people who were comfortable being authentic at work felt more confident and 60% felt more engaged. Inversely, the study showed that those who were not comfortable being authentic at work were 44% less productive. In addition, employees who practice authenticity at work could:
Be better communicators. More honest and open communication leaves less room for misunderstandings and conflict. They're also more likely to speak up when they're unhappy which makes them easier to keep (if you act on what they say)
Take more responsibility and be more accountable. They are not afraid to own up to their mistakes or, as managers, may be less likely to over-punish people for mistakes. This accountability also means mistakes get resolved quicker.
Be growth-oriented & open to feedback. Flaws are not a bad thing and they give you room to improve, just like your mistakes. Authentic workers may be more open to feedback and also more ready to give it out to people in a constructive and effective manner.
Be more vulnerable. Yes, there is a line with this one, but all in all, vulnerability is a good thing at work. Knowing what's going on in a person’s mind and life can help others be compassionate when it comes to work. Understanding what affects their work and what their priorities are (family, fitness, career, etc.) can also help to motivate them. Vulnerability can also be as simple as having the courage to ask for help or say “I don’t know” at work.
Improve collaboration. Coworkers who own up to their mistakes, give feedback, and are good communicators are no doubt great to work with. This means an overall boost to productivity in group projects and departments.
Be more loyal. Employees who are able to be their authentic selves at work and have an organization that values their authenticity are most likely to be happier employees and stay. In fact, the study by the Institute of Inclusive Leadership also found that 30% of employees felt more committed to staying at their jobs if they were authentic at work.
Roadblocks Preventing Authenticity at Work
Studies showed that employees who are comfortable being authentic at work often have managers who are also authentic at work. This means managers who are not authentic could stop employees under them who want to be. Some other roadblocks include:
Transformation of a toxic workplace into one that encourages authenticity can be challenging. Toxic workplaces often form grudges or negative relationships - these do not foster the connection necessary for vulnerability and authenticity.
Vulnerability can be difficult if there may be a fear that the information you share may be used against you or gossiped about. 44% of millennials said they engage in gossip to build workplace relationships. Gossip is an easy way to receive social validation and a sense of belonging in work environments.
Social cliques form and can be hard to break. This can create a dividedness between groups of people - authenticity is made easier through human connection, and if people don’t want to or cannot connect outside their group they may struggle to be themselves.
How to Encourage Authenticity at Work
Now that we’ve gone through the ins and outs of authenticity and what it can do for your workplace, let’s look at small ways you can start encouraging authenticity in your organization. Remember that authenticity is a practice that requires trust and connection, so you need to foster these qualities within your organizational culture. Here are a few ways to start:
Start from the top. Managers & bosses have a lot of influence over what employees do and where they spend their time. As research suggests, authentic managers make authentic employees. Get your managers and team leaders connected with each other through team building and everyday, meaningful interactions. Have them check in every day or once a week in a way that is honest & vulnerable. Lacking vulnerability? Set an example for them, if you don’t know how to share then there are tools and services you can use to help you and your managers learn.
Be prepared for resistance. People who have worked in workplaces with emotional unprofessionalism might not want to change. You will get people who struggle with sharing or asking for help or don’t understand the importance of workplace culture or for many other reasons just don’t want to be vulnerable or authentic or connect with anyone at work. It may be challenging to try to convince them otherwise, and how you proceed if you can’t is up to you.
Look for empathetic leaders. Empathy is now the most sought-after leadership quality because people want to be understood and treated as humans in the workplace. Vulnerability takes courage - even just saying “I need help” can take a lot of courage and needs to be received with empathy and compassion. It’s good if someone can say “I’m going through this right now, and it’s affecting my work.”, but if it isn’t followed by empathy and understanding, the other person is likely not going to share again.
Create spaces for light-hearted sharing. We show a lot of ourselves when talking about the things we love. Whether it’s a hobby, tv show, movie, or family, this light-hearted sharing gives others a peek into the real person. In remote settings, this might look like a Slack channel to share pet pictures - something that is not work-related. Sharing about things you love and care about is a far easier start than sharing about something that’s bothering you. You may also find people connect over similar loves or interests and create more room for discussion. In a physical workplace, consider a show and tell at the beginning of a meeting or a bring-your-pet-to-work day kind of event. Even a game of Would You Rather can reveal a lot with little effort.
Every organization should aim for a culture where everyone is comfortable with being themselves and being vulnerable enough to ask for help. Remember that authenticity is a practice - it’s something we choose when we go into every interaction, and we may not always be great at it, but it’s the intention that is important. Authenticity is the encapsulating trait that will create that vulnerability & human connection in your organization, and now that you have the low-down on what it is and how to start - the sky’s the limit.
