The Role of Friendship at Work: A Key to Engagement and Safety

Gallup, a global research organization, has dedicated decades to studying workplace engagement and effectiveness. Working with millions of people and hundreds of thousands of teams worldwide, Gallup has identified critical factors that foster engagement. One factor stands out as unexpectedly impactful: having a best friend at work.

The Power of Engagement

Gallup’s research reveals that engaged teams perform better across many metrics—business growth, productivity, and even safety. Their engagement survey, the Q12, captures twelve key drivers of engagement. One of these drivers is the surprising question, “Do you have a best friend at work?”

Why this wording? Gallup found that simply asking whether someone has a friend at work wasn’t enough. The specific phrase, “a best friend at work,” predicted strong engagement and safety outcomes. Employees with a best friend at work are likelier to show up, stay safe, and be productive.

The Connection Between Friendship and Safety

To explore the impact of workplace friendships, let’s look at Hydro One, one of Canada’s largest electrical utilities. At Hydro One, the stakes for safety are high due to the nature of the work—handling high-voltage electrical systems and working in potentially hazardous conditions. When Hydro One partnered with Gallup for an engagement survey, they were able to analyze how engagement levels correlated with safety incidents, absenteeism, and productivity.

The data showed that employees who reported having a best friend at work were significantly less likely to have safety incidents or take unplanned leave. Why? Because in high-stakes environments, having a trusted friend fosters a culture of mutual care. Coworkers watch out for one another, ensuring safety and looking out for potential hazards. This connection extends beyond safety: employees who feel supported by close friendships at work also exhibit higher morale and resilience in the face of challenges.

The Limits of Forced Friendship

While it’s tempting to try to “force” connections, real friendships can’t be manufactured. Leaders should avoid initiatives that feel artificial or obligatory—like mandatory bonding events or forced fun. Instead, they can focus on creating spaces for organic connection. For instance, informal gatherings like casual coffee breaks, shared lunches, or unstructured virtual meetups can provide natural opportunities for colleagues to bond.

During the pandemic, one leader implemented a Friday afternoon unstructured “hangout” time, where team members could chat freely without discussing work. The activity evolved into a way for employees to learn about each other as people, share stories, and laugh together, fostering a sense of belonging and trust.

Balancing Friendliness and Professional Boundaries

As a leader, it’s essential to balance being friendly with maintaining professional boundaries. Leaders can build rapport with their team, share stories, and enjoy lighthearted moments without expecting employees to be their emotional support. It’s essential to maintain a stance of strength and stability, especially when teams face stress or uncertainty. Leaders should seek emotional support from peers, mentors, or friends outside of the workplace, so they can provide consistent, grounded support for their teams.

Fostering Friendships that Boost Engagement and Performance

Creating an environment where friendships can develop doesn’t mean forcing people to be friends. Leaders can take simple steps like pairing employees on projects or encouraging casual gatherings that allow for personal connection. These small actions can lay the groundwork for organic bonds that, in turn, lead to safer, happier, and more engaged teams.

In summary, Gallup’s research and real-world examples demonstrate that friendship at work isn’t just nice to have—it’s a powerful factor for engagement, safety, and productivity. By encouraging an atmosphere where friendships can grow naturally, leaders can support a thriving, connected workplace.