Estimated Reading Time: 5 minutes. Building better workplace relationships can significantly enhance your productivity and job satisfaction.
Three Habits for Building Better Workplace Relationships
Building strong relationships at work isn’t just a “soft skill”—it’s a leadership imperative. HR leaders often find themselves managing the fallout of poor communication, missed expectations, and misaligned team dynamics. But many of these challenges share a common root: ineffective relationship habits.
To foster more productive, engaged workplaces, leaders must consciously build the kinds of relationships that support collaboration and accountability. That starts with three deceptively simple habits: hold conversations, practice self-awareness, and listen more than you speak.
These habits aren’t just communication tips—they’re actionable behaviors that shape culture from the top down.
Why Relationship Habits Matter in the Workplace
Strong relationships are the foundation of high-performing teams. Leaders who develop healthy communication habits see higher retention, smoother conflict resolution, and greater trust. Yet, these habits often go untrained or unexamined in traditional leadership development.
Focusing on three practical behaviors gives HR leaders a framework to coach more effectively and gives managers tools they can actually use. When these habits are modeled consistently, they create ripple effects throughout an organization’s culture.
1. Hold Conversations—Don’t Avoid Them
Too many workplace issues simmer due to avoidance. Leaders hesitate to address misalignment or delay feedback until formal review cycles. Instead, encourage leaders to hold frequent, informal conversations that build trust and tackle issues early.
Whether it’s a 10-minute check-in or a focused development chat, consistent dialogue prevents surprise and strengthens psychological safety. Make it normal to talk about goals, feelings, and feedback—not just tasks.
Practical Tip: Promote weekly 1:1s as “relationship-building time,” not just status updates. Equip managers with discussion prompts that spark deeper dialogue.
2. Practice Self-Awareness to Reduce Reactivity
Self-aware leaders respond, not react. They understand their emotional triggers and how their behavior affects others. This creates more stable teams, especially during periods of stress or change.
Encourage leaders to reflect on how they show up in meetings. Are they dominating? Distracted? Defensive? Self-awareness isn’t self-judgment—it’s the willingness to observe and adjust based on impact.
HR Actionable Framework:
3. Listen More Than You Speak
In today’s fast-paced environments, listening is often the first skill to erode. But when leaders pause and listen—truly listen—they build trust, uncover context, and model respect.
HR can reinforce this by shifting leadership training from presentation skills to listening presence. This is especially important in feedback conversations, conflict mediation, and onboarding.
Encourage managers to try:
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Waiting 3 seconds before replying to ensure the other person is finished.
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Repeating what they heard before responding.
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Asking “What else should I know?” to invite depth.
The ROI of Relationship-Driven Leadership
According to Gallup, managers account for at least 70% of variance in employee engagement. Stronger relationships lead to better engagement—and that leads to better business outcomes. HR leaders can start cultivating this by reinforcing the small, consistent behaviors that create real connection.
Building these three habits isn’t a leadership add-on—it’s core to organizational health.
Key Takeaways
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Holding conversations regularly prevents avoidable conflict and builds trust.
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Practicing self-awareness helps leaders manage reactions and model emotional intelligence.
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Listening more than speaking increases trust, engagement, and decision quality.
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These habits foster stronger workplace relationships, ultimately driving better results.