Authenticity in the Workplace

The psychological and neurological impacts of workplace authenticity.

Reviewed by Jessica Schrader

Key points

• People are motivated when they realize they are valued, respected, seen, heard, and affirmed.
• Authentic individuals are generally more engaged in their work.
• Embrace intersectionality, and you just might see yourself and others reach new and unexpected connections.

In today’s fast-paced, ever-evolving, hybrid work environment, the concept of authenticity has emerged as a key contributor to employee well-being, organizational culture, psychological safety, and productivity. Authenticity, in this instance, refers to the degree to which individuals express their true selves, values, and beliefs in professional settings. Understanding the psychological and neurological impacts of authenticity in the workplace is critical in fostering an environment that enhances employee engagement, satisfaction, inclusion and belonging.

Psychological Impacts of Authenticity

1. Enhanced Well-Being and Reduced Stress

When employees feel safe to express their true selves at work, they experience a significant reduction in psychological stress. Authenticity allows individuals to align their work and personal values, leading to increased job satisfaction. A workplace that embraces authenticity cultivates a supportive environment where employees can share their thoughts and feelings without fear of judgment or repercussion. This sense of belonging alleviates feelings of isolation and promotes mental well-being.

2. Increased Engagement and Motivation

Authentic individuals are generally more engaged in their work. When workers express authenticity, they are more likely to take ownership of their roles, which increases intrinsic motivation. This engagement translates to improved job performance and can foster a culture of innovation and creativity. Employees who feel that they can be themselves are more likely to contribute ideas and collaborate with teammates, ultimately supporting a more diverse, equitable and inclusive workplace. With increased motivation, an open invitation to all ideas will increase diversity of thought.

3. Building Trust and Relationships

Authenticity plays a crucial role in building trust among team members. When leaders and colleagues demonstrate authenticity, it models potential for open communication and vulnerability within organizations. Trust is fundamental in any workplace; it fosters cooperation, collaboration, and healthy conflict resolution. Researchers emphasize that when team members feel safe to be authentic, they are more likely to support one another and work cohesively towards common goals.

4. Lower Turnover Rates

Organizations that commit to and value authenticity tend to experience lower employee turnover. When employees feel accepted and valued for who they are, they are less likely to leave for other opportunities. Authentic, human interaction is priceless and contributes to retention. High turnover can be detrimental to an organization, leading to increased recruitment costs and loss of institutional knowledge. By cultivating an authentic culture, organizations have greater chances to promote longevity, benefiting from the accumulated knowledge and skills of their employees. Retention is the outcome of person-centered efforts across cultural identities.

Neurological Impacts of Authenticity

1. Brain Chemistry and Emotional Regulation

The neuroscience of authenticity reveals that being true to oneself can positively affect brain chemistry. Authentic behavior is associated with the release of neurochemicals such as oxytocin and dopamine, which are linked to feelings of happiness, connection, and reward. When individuals act authentically, they experience a sense of fulfillment that promotes emotional regulation, reducing anxiety and enhancing overall emotional resilience.

2. Activating Neural Pathways

Engaging in authentic behavior can activate specific neural pathways related to emotional processing and cognitive flexibility. Neuroimaging studies have shown that experiences of authenticity can stimulate the prefrontal cortex, an area of the brain responsible for decision-making, social behavior, and self-regulation. This activation promotes constructive thinking patterns, encouraging individuals to make decisions that align with their values and authentic selves, contributing to a higher quality of life, inside and outside of the workplace.

3. Reduction in Cognitive Dissonance

Cognitive dissonance occurs when an individual experiences discomfort due to holding conflicting beliefs or values. Inauthentic behavior often leads to increased cognitive dissonance, as employees navigate the gap between their true selves and the persona they present at work. Engaging authentically reduces this dissonance, creating a more harmonious internal state. Reduced cognitive dissonance can lead to improved focus, mental clarity, and the ability to engage fully in tasks at hand. Organizational values may not always align perfectly with employees, but encouraging diversity and authenticity allows for a pathway towards shared investment in organizational mission and culture.

4. Increased Resilience to Burnout

Authenticity serves as a protective factor against burnout. Neuroscientific research indicates that when individuals engage in activities that align with their true selves, they experience greater levels of enjoyment and fulfillment. This sense of purpose can counteract the effects of stress, leading to increased resilience. Workers who feel authentic in their roles are better equipped to deal with challenges and setbacks, fostering a workforce that can withstand the pressures of today’s complex hybrid business structures.

Cultivating Authenticity in the Workplace

Creating a culture of authenticity requires intentional efforts from organizational leaders. Some of the best organizations I’ve worked with transparently commit to these strategies.

1. Promote Open Communication

Encourage an open dialogue where team members feel safe to share their thoughts and feelings. Regular check-ins and feedback mechanisms can foster a supportive environment. Blameless postmortems are an opportunity to embrace growth mindsets without fear.

2. Emphasize Values Alignment

Ensure that organizational values are communicated clearly and that employees have opportunities to express and align their personal values with those of the organization.

3. Encourage Vulnerability

Leaders can model authentic behavior, demonstrating vulnerability and openness. This sets a precedent for team members to feel comfortable doing the same. This is counterintuitive to “best practices and business acumen” over the last 20 years, but proves person-centered efforts can bridge across difference, expanding cross cultural conversations and strengthening relationships.

4. Provide Education With Processing Conversations

Implement training programs focused on psychological safety, cross-cultural diversity of thought, and authentic leadership to help employees develop the skills necessary to engage authentically. Then, talk about it. Humans crave connection, and education without processing opportunities often falls prey to performative action. Processing after training opportunities allows diverse learning styles to connect with one another.

5. Celebrate Individuality

People are motivated when the realize they are valued, respected, seen, heard and affirmed. People are not inventory, they are complex humans with vast ranges of experiences, values, and contributions to society. Find ways to connect with them utilizing the tools that even the most expansive and expensive staff recognition programs can’t provide: a human conversation that embraces learning about the person in front of you. Embrace intersectionality, and you just might see yourself and others reach new and unexpected connections.