Sounds idealistic?
Let me share a real story that may surprise you.
The Day a Manager Said Yes
Priyanka called her shift supervisor one monsoon morning and said:
“It’s a beautiful day. The rain has cleared the skies, everything looks green and fresh. Can I take the day off?”
There was no family emergency. No fake illness. Just an honest, human request.
And to her surprise, Manish, her supervisor, said yes. No follow-up questions. No judgment. Just trust.
Fast forward 10 months.
During an offsite team activity, Priyanka brought up this incident when asked what made her workplace special. She smiled and said, “Where else could I have broached this topic with my manager—and got away with it?”
Trust: A Two-Way Street
Why did Priyanka feel comfortable enough to make such a request?
Because Manish had built that kind of relationship with her—grounded in trust, transparency, and empathy.
And why did Manish say yes?
Because he valued Priyanka’s honesty. He knew her work ethic. He understood that this wasn’t about slacking off—it was about recharging. And the team could manage without her that day.
The result?
Priyanka’s respect for her supervisor deepened. Her emotional connect with the company grew. She started volunteering to fill in for others, simply because she felt seen, heard, and valued.
When you treat people like adults, they rise to the occasion.
Well, let’s say ‘mostly’. After all, there are all kinds that make this world.
The Flip Side
Now flip the scenario.
Imagine Priyanka had faked an illness instead. Called in “sick” while heading out for a drive. Or worse, shown up physically but been disengaged all day.
We’ve all seen this happen. People lie because honesty can go against them. They disengage because authenticity isn’t safe. Over time, it chips away at trust—and morale.
The Workplace Culture That Shaped My Thinking
When I took charge at my current workplace, I shared a simple instruction with my fellow managers:
“If someone comes to you with a personal request—try to say yes. Say no only if it’s impossible.”
That intent—of empathy—helped shape a work environment where people showed up with heart.
Years down the line, many of my colleagues moved on. But most still refer to those years as the best phase of their professional lives. That speaks volumes.
What Keeps You Going
This month end, I completed 20 years at my current workplace, and 30 years in my professional journey.
Here’s what has worked for me (I speak for myself but some of this may resonate with you):
A Thought for Managers
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Adding Value: Through changing leadership and shifting strategies, I found ways to stay relevant and contribute meaningfully.
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Passion and Purpose: Passion gives you energy. Purpose gives you direction. The two together are what kept me going when everything else wavered.
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The Team: I’ve had the privilege of working with some fine talent and the unique opportunity to make a difference in the lives of my team members, bringing in satisfaction that is priceless.
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Freedom of Expression: I’ve never been stopped from speaking my mind—even when what I said was inconvenient. Without this, I wouldn’t be able to do what I do.
If you’re a manager, I urge you to pay attention to this:
The next time someone on your team comes to you with an unorthodox request, pause.
Don’t respond with a knee-jerk “No.”
Know that this could be a moment to build trust.
Because when you create space for truth, people stop pretending.
And when people stop pretending, they start thriving.
You don’t need grand gestures to build a great culture. Sometimes, all it takes is one word said with trust: Yes.
Let your team breathe. Let them be human.
You’ll be surprised how far that takes them—and you.
About Me
I am a thinker at all times. I see, I think. I hear, I think. I read, I think. Every weekend I write. I would love to know what you think.