Why relationships at work matter more than you think

Originally posted on The Horizons Tracker.

Most managers track success using hard numbers—profits, quarterly goals, and performance targets. But the real forces behind those numbers are often invisible. They live in relationships, communication, and how people help one another. Many management models ignore this, treating relationships as background noise instead of a key part of how organizations work.

New research¹ from George Mason University argues that many managers don’t fully understand how employees actually get work done, especially how they work with each other, not just with their boss.

“We want both researchers and managers to think differently about relationships,” the authors say. “We need to look more broadly at what relationships do inside organizations.”

Pipes and prisms

The study uses two helpful metaphors—Pipes and Prisms—to explain how relationships shape success at work.

Pipes are the channels that keep work flowing. They represent how people share information, coordinate tasks, and help each other get things done. If those pipes are blocked or missing, teams can’t function well.

For example, imagine a new employee joins a team. A helpful coworker shows them the ropes, answers their questions, and helps them settle in. That relationship acts like a well-functioning pipe: it keeps the work moving smoothly.

Managers often focus only on their direct reports. But the research suggests they should pay more attention to how relationships work across teams and departments, not just their own one-on-one connections.

Prisms, on the other hand, are about how relationships shape the way people see things. For instance, if a manager is honest about budget cuts and communicates openly, employees are more likely to see the problem as shared and respond with understanding. But if that trust isn’t there, the same message might be seen as bad leadership.

“Relationships act like a prism,” the authors explain. “They affect how people make sense of what’s going on at work. That’s why they’re one of the most overlooked factors in organizations.”

Understanding change

Good relationships help employees understand change, company goals, and workplace culture. But many managers struggle even with the basics of keeping the “pipes” clear, let alone managing the more subtle effects of the “prisms.”

Too often, managers rely on things like bonuses or perks while ignoring the everyday quality of workplace relationships. But it’s these day-to-day connections that shape how employees view everything, from new technology to job changes.

When people feel supported at work, many problems become easier to solve.

So what can managers do?

The research says that building relationships should be seen as part of the job, not an extra. For example, managers can include teamwork and collaboration in how they measure performance. They can make relationship-building a priority in hiring, onboarding, and performance reviews.

By doing this, leaders show that relationships aren’t just a “nice to have.” They’re a key part of how work gets done—and how organizations thrive.

Article source: Why Relationships At Work Matter More Than You Think.

Header image source: Mart Production on Pexels.

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