Building Healthy Relationships at Work (Updated 2025)

This updated guide explains simple, practical habits for building healthy workplace relationships in 2025. It covers empathy, active listening, appropriate humor, emotion management, choosing constructive company, public recognition, and adjustments for hybrid and remote teams. It also outlines when to involve managers or HR.

Why workplace relationships matter

Healthy relationships at work reduce stress, improve collaboration, and make daily work more sustainable. Whether you're in an office, hybrid, or fully remote, the same basic habits build trust and keep teams productive.

Practice empathy

Empathy means trying to understand a colleague's perspective and context before reacting. People bring different backgrounds, schedules, and pressures to work. A brief check-in, a calm question, or a note that acknowledges someone's workload can defuse tension and open a constructive conversation.

Listen to understand

Listening is more than waiting to speak. Give colleagues your full attention: mute notifications, make eye contact on video, and summarize what you heard before responding. Reflective listening prevents misunderstandings and shows respect for others' ideas.

Use warmth and appropriate humor

A genuine smile or light, inclusive humor can ease stress and increase approachability. In remote settings, use friendly language, emojis sparingly, or brief video check-ins to convey warmth. Avoid sarcasm or jokes that could be misread without full context.

Stay calm and manage emotions

Conflict escalates when people respond from anger or frustration. Pause before replying to a heated message. Use techniques that work for you - deep breaths, a short walk, or a problem-solving pause - to keep exchanges productive. If emotions run high, suggest a brief break or a later meeting to regroup.

Choose your company wisely

Surround yourself with colleagues who model professionalism and constructive behavior. Avoid gossip and backbiting; they degrade trust and make collaboration harder. If you find recurring negative dynamics, escalate to a manager or HR with specific examples.

Give credit and share recognition

Call out contributions when they happen. Public recognition - a shout-out in a meeting or a message to the team - reinforces positive behavior and signals psychological safety. When responsibilities are unclear, clarify roles early so credit flows where due.

Adapt for hybrid and remote teams

Clear asynchronous communication norms (response time expectations, preferred channels) and regular check-ins reduce friction. Use written summaries after meetings so remote participants stay aligned. Intentional inclusion prevents accidental isolation.

When to involve a manager or HR

Address small issues directly and privately first. If attempts to resolve a problem don't work, or if behavior violates policy (harassment, discrimination), document incidents and involve a manager or HR promptly.

Bottom line

Small, consistent habits - empathy, active listening, calm responses, and giving credit - create a workplace where people collaborate effectively. Those habits matter whether you share a desk or work across time zones.