Giving Each Other The Benefit Of The Doubt is The Key To a Healthier Work Culture

Before assuming that a coworker is trying to sabotage your project or gossiping about an upper-management decision, pause and give the people involved the benefit of the doubt. It’s a simple practice that can radically improve workplace culture – here’s why. 

The importance of giving each other the benefit of the doubt 

Karolina Kijowska, Head of People at PhotoAiD, says that giving each other the benefit of the doubt is an important rule to apply in your daily interactions at work because it’s about cultivating trust. 

If you’re not willing to assume that your teammate has positive intentions, it means that you ultimately don’t trust them. And the problem with mistrust is that it’s only going to breed more mistrust. The key to breaking the cycle is leading the way and making an active choice to trust that others mean well.

“This trust is crucial for good collaboration, as it allows all members of the team to feel safe discussing ideas and making decisions without having to worry about whether someone else will disagree or judge them for their opinion,” says Kijowska. 

If improved collaboration doesn’t feel like a compelling enough argument for embracing the practice of giving others the benefit of the doubt, consider this: A recent study revealed that people who view the behaviors of others in a positive light are happier. On the other hand, those who tend to assign malicious intent to others’ actions are less satisfied with their relationships and less happy overall. In other words, believing in the good intentions of your coworkers can positively impact your well-being. 

What giving each other the benefit of the doubt looks like at work 

You may be wondering what giving each other the benefit of the doubt looks like in action at work. 

According to Andy Kalmon, CEO of Benny, it starts with challenging your own assumptions before reacting. Assuming the worst about a situation can lead you to respond in a way that will escalate the conflict.  

“For example, if you notice a coworker has made an error on a collaborative project, instead of taking it straight to a supervisor or telling everyone else that they messed up, you should bring it up to them directly,” he says. “In a non-confrontational, non-blaming manner, tell them that you simply noticed the mistake and wanted to let them know. This approach will make them feel like you do actually trust their skills and knowledge enough to bring it out without blame, and that will build mutual trust.” 

Giving each other the benefit of the doubt at work can also look like taking the time to hear out different opinions before responding, says Kijowska. Being open to different perspectives creates a safe space – it’s the opposite of jumping to conclusions and attributing malicious intentions to something someone said or did. 

Jim VandeHei, co-founder and CEO of Axios, wrote a blog post about Axios’ emphasis on always assuming positive intent in the workplace. He shared three key habits that really exemplify the idea of giving each other the benefit of the doubt at work: Ask, don’t think; Talk, don’t text; Don’t talk crap. 

“Most of life’s problems can be solved instantly if you calmly and clearly ask someone who offended or irritated you what they intended to do or say. Don’t ask in a condescending or aggressive way,” he wrote. “Then, listen. Do this one thing in person and you’ll ease lots of tension.” 

It makes sense – context and nuances are lost when you’re texting, so it’s better to have these conversations on a call or face-to-face. As for gossip, you’ll notice that teammates who give each other the benefit of the doubt don’t tolerate it. “The only thing worse than assuming negative intent is gossiping about it and spreading the problem. That’s how Small Things become Big Things,” according to VandeHei. 

Giving each other the benefit of the doubt can take different forms in different scenarios, but one thing is for sure: It prevents misunderstandings and creates a positive, collaborative vibe in your team. Let it inform your actions in various interactions.