Merriam-Webster defines authenticity as, “true to one’s own personality, spirit or character.” An authentic person is self-aware and knows who they are in terms of emotions, values and competencies. Their outward behavior emulates their self-awareness, and others’ opinions of them doesn’t affect their behavior. Authentic people don’t compromise their beliefs or convictions for the comfort of others. But, what does authenticity in the workplace look like? If one views an organization like a living, breathing entity, an authentic one behaves similarly to an authentic person.
An authentic workplace has employees who actively listen to others which is very different from “hearing” others. Active listeners concentrate on what is being said, reflect on the content asking questions to clarify, use non-verbal cues like facial expressions to indicate understanding and then respond in an engaging, non-judgmental way. Active listening is the foundation of good communication skills and makes the active listening recipient feel valued and understood, strengthening workplace relationships.
They Acknowledge their Shortcomings and Mistakes
There is no finger pointing and blaming in an authentic workplace. No one is perfect, and everyone makes mistakes. An authentic employee readily accepts responsibility for a mistake and proceeds with reparative actions. Failure to do so puts cracks in the foundation of a trusting workplace relationship.
They Value Experiences
Authentic people value experiences over material possessions. There’s an abundance of psychology research showing that experiences bring people more happiness than do possessions. Workplace experiences can include events such as corporate outings (e.g., happy hours and volunteering), but they are also the everyday events like team collaboration, brainstorming sessions, working lunches and watercooler talk. An authentic company values any opportunity to bring employees together to work or play.
They Stick to their Values
Successful companies understand the importance of conducting business according to their core values, those guiding principles governing all business and interpersonal relationships. Authentic leadership ensures the decisive and thoughtful creation of core values and models behavior consistent with those values even during trying and changing times. Core values established prior to the pandemic helped companies navigate unprecedented remote and other work challenges. Amid tragedy and uncertainty, core values are a constant source of guidance.
Why Workplace Authenticity Matters
A recent survey conducted by the Institute for Inclusive Leadership on authenticity in the workplace, correlates greater job satisfaction among respondents who can be authentic in the workplace. 71% feel more confident, 60% feel more engaged and 46% feel happier. Over 30% of the respondents linked their ability to be authentic with a greater sense of personal and workplace fulfillment. Respondents who stated they were able to be authentic at work were asked in what way they were impacted. Among their responses were:
- I build stronger relationships with my colleagues.
- I am more committed to staying with my organization.
- I am more effective.
- I am more productive.
- I am more able to do my best work.
- I am more likely to go above and beyond for my organization.
A recent Google research project found that the psychological safety created in an authentic workplace was the determining factor in why certain teams outperformed others. Authenticity engenders trust, acceptance, cooperation and respect, all attributes of high performing teams. Perhaps Steve Jobs best described the importance of authenticity in the workplace and life in general when he said:
Your time is limited, so don’t waste it living someone else’s life. Don’t be trapped by dogma, which is living with the results of other people’s thinking. Don’t let the noise of others’ opinions drown out your own inner voice. And most important, have the courage to follow your heart and intuition. They somehow already know what you truly want to become. Everything else is secondary.
Don’t be an Open Book
While being truthful and sharing personal stories and experiences are part of being authentic, being on open book is not. Professionalism reigns supreme, and endlessly talking about oneself and others and oversharing personal information quickly wears thin and can make others feel the “open book” is awkward, untrustworthy and even unstable.
Call Smart HR
Smart HR is the go-to resource for all your HR outsourcing needs. Some companies need assistance with concrete HR responsibilities like creating job descriptions, updating an employee handbook, creating salary surveys and conducting HR audits. Others need an assessment of less tangible HR needs like professional development, management training and corporate authenticity. Whatever your needs, Smart HR can help. Call today.