The Heart of Great Work
Why Connection Matters More Than Ever
Let’s talk about something that makes work a whole lot better for a whole lot of people, having someone you genuinely connect with on the job. I’d say it is the quiet superpower of great workplaces that is finally getting the attention it deserves to have a real friend at work. Some teams have known this forever; they’ve always felt the difference a trusted colleague makes. Others are just now seeing the data catch up to what people experience every day. When employees have someone who “gets them,” someone they can trust, laugh with, lean on, and collaborate with, work just feels better. Engagement goes up, stress goes down, and the whole place becomes more human. And who doesn’t want more of that?
Here’s the headline! Gallup’s latest research shows employees with a best friend at work are seven times more likely to be engaged, and teams with more close friendships see higher work quality (+24%), higher profitability (+12%), and fewer safety incidents (26%). On the flip side, people without a close colleague at work have only a 1‑in‑12 chance of being engaged. That’s not just “nice to have” that’s performance and retention staring us in the face.
Gallup also went deeper into what “best friend at work” actually means. It’s not about weekend plans, it’s about trust, personal connection, shared experience, and mutual investment. In plain English: someone who tells you the truth, understands your world, has your back, and helps you grow. Those are the relationships that move the needle.
And it isn’t just Gallup. KPMG found that 81% of professionals say friendships boost job satisfaction and 80% feel more connected because of them. In 2025 they even surfaced a “friendship premium”. I love that term! Many people would choose a job with lower pay if it offered closer work friendships, effectively valuing connection at roughly 20% of salary. That’s how much belonging matters right now.
We also know these relationships can buffer or soften stress and burnout. Microsoft’s research highlights that close friends (not just lots of acquaintances) are what really improves efficiency and engagement. And some studies they ran show people literally experienced lower stress when they tackle hard tasks with a friend rather than alone.
Now, a quick word on the wording. Some folks roll their eyes at the phrase “best friend,” and that’s fair. Totally get it! The point isn’t to force intimacy or a personal connection. It’s to recognize the trust‑based support and relationship that predicts better work and better lives. Measure the spirit, not just the label.
So, what do we do with this as leaders?
First, we don’t try to manufacture friendships that always backfires! But we can create the kind of environment where friendships form naturally. That means building connections into the way we work, not just into optional social events. Leaders can encourage meaningful collaboration, create room for real conversations, celebrate wins together, and check in with genuine care.
It also means training managers learn how to be warm and human without slipping into favoritism. Fairness and friendship can absolutely coexist, but it takes clarity, consistency, and good boundaries.
And finally, remember that connection looks different for everyone. Some people want one close friend. Others need a broader circle. Our role is simply to make sure the door is open and the environment is supportive.
When people feel connected, supported, and seen, they show up differently. They stay longer, perform better, and enjoy the work more. And if we can help create that kind of culture, one meaningful relationship at a time, everybody wins.
Cheers to workplaces people choose, champion, and STAY to help build!
-Erin
