Episode 2: What Makes a Work Environment Truly Human?

Eleanor Hartfield

Hello and welcome back to , where human meets human in the most unexpected—and unforgettable—ways. I’m Eleanor, your co-host, conversational companion, and part-time philosopher with a British accent.

João Pereira

And I am João, the slightly less British, highly curious creator of this beautifully messy experiment in thought, feeling, and transformation. Picture us as two mad scientists—but instead of lab coats, we wear empathy and big questions.

João

Let’s start with this—why is it we still treat emotions as if they’re disruptive in the workplace? Like, "Uh oh, someone’s upset! Get HR on the phone!" You know, we’ve we’ve built these environments to make people feel like robots. Efficient, streamlined, emotionless robots.

Eleanor

And because of that, we miss out on connection—real connection. Think about it. The moments when people feel most seen at work? They’re not about performance reviews or PowerPoint slides. They’re about those tiny, heartfelt interactions that say, “Hey, you matter."

João

Exactly. The tragic irony is, by suppressing emotions, we sabotage the very thing that allows cultures to thrive: relationships. I mean, we’re relational beings! There’s this myth, right? That professionalism means keeping a stiff upper lip, as if vulnerability or showing you care undermines your competence.

Eleanor

Professionally stoic. It’s the unwritten dress code.

João

Totally. And yet, the employees who stay in our minds—they’re the ones who changed how we felt, not just what they did. There was this young leader I worked with—let’s call her Mia. She was whip-smart, driven, the whole package. But what really stood out? The way she focused on psychological safety. She told me she learned the hard way.

Eleanor

Oh, what happened?

João

So, early in her career, Mia led a team under this constant "do more, faster" kind of pressure. And one morning, a teammate walks into her office—so stressed they could barely speak. Instead of dismissing it or powering through, Mia did something radical. She stopped. She asked the person to honestly share what was weighing them down, and as they talked... everything shifted. Not the workload—just the energy in the room. It was like someone flipped on the lights.

Eleanor

Mmm. She gave them emotional permission, didn’t she?

João

Exactly! That moment taught her something huge: You can know someone’s strengths, their resume, their KPIs, but until you know how they feel, you’re managing a task list—not a human being. And from then on, she made safety her mission. Her team went from stressed-out survivors to engaged, thriving collaborators. Like, night and day.

Eleanor

That’s the ripple effect of authenticity. When we feel safe to share—even just one moment of honesty—it changes everything. And here’s the thing: those shifts aren’t about big policies or initiatives. They’re about small, deliberate acts.

João

Small, but seismic. Fear constricts. While safety? It expands. And when you add emotional honesty into the mix, people stop hiding—they actually start showing up. Fully. As themselves.

Eleanor

You’re so right, João. That safety isn't just empowering—it’s delicate. Once it’s gone, it’s like cutting the roots of a tree. Everything starts to wither, even the creativity people bring to the table.

João

Right. And here’s the kicker—creativity isn’t just some whimsical extra. It’s what fuels innovation. You know, there’s this study by McKinsey that found organizations with a culture of psychological safety outperform their peers by up to, what was it? Thirty percent. Because people feel safe enough to take risks, to share wildly out-of-the-box ideas without fear of looking stupid or getting shot down.

Eleanor

Exactly. But when fear sets in, innovation doesn't just stall—it vanishes. I read about this one company—big tech, global presence—where fear-based leadership became the norm. Leaders thought, you know, driving urgency and competition would push performance to the next level.

João

But let me guess, it backfired spectacularly?

Eleanor

Big time. People stopped taking risks. They only did what was safe, predictable... manageable. And the creativity? Completely evaporated. That environment wasn’t just stifling—it was suffocating. New hires left within months.

João

This is the paradox, isn’t it? Fear creates survival mode, not growth mode. And survival mode isn’t where breakthroughs happen. It’s where everyone’s just trying to keep their head above water. Honestly, it makes me think about that stoic cow metaphor I keep coming back to.

Eleanor

Oh, I love the stoic cow. Please, remind us. Because it’s gold every time.

João

Okay, picture this: a cow, standing in the middle of a storm. It doesn’t run. It doesn’t flinch. Just calmly waits for the storm to pass, totally unfazed. That’s the kind of leadership we need. Steady, supportive, intentional. The leader doesn’t fan the flames of urgency or fear—they hold space for others to weather their storms. That’s nurturing leadership.

Eleanor

And it’s not about being passive, either, right? It’s about being intentional. Clear, present. Creating the conditions where people feel supported, so their creativity—and all the messy brilliance that comes with it—can actually emerge.

João

Exactly. It’s like a garden, you know? You can’t force a plant to grow faster by shouting at it. You just create the right mix of sun, soil, and water, and you let nature do its thing.

Eleanor

Mmm. And we see it everywhere—when leaders make that shift from control to cultivation, people breathe easier, they take up more space, they dare to dream a little bigger. I mean, look at companies like Patagonia or Buffer. Their cultures are rooted in safety and trust, and their teams produce some of the most innovative work in their industries.

João

And it shows. Safety isn’t just the foundation—it’s the fuel. It powers creativity, collaboration, everything. When people feel seen, heard, safe… they don’t just comply. They create. They connect. And those are the environments that thrive.

João

Safety fuels creativity and connection—we’ve seen how powerful that can be. But here’s the real question: how do we actually make it happen? How can someone listening right now create that kind of environment in their team, their workplace, or even their daily interactions?

Eleanor

Mm, practical experiments. Okay, here’s one: emotional check-ins. Start your next meeting by asking everyone to share in one word how they’re feeling. Just one word. No explanations, no pressure—just a pulse check. It’s a small act, but it brings humanity into the room in such a powerful way.

João

I love that. And it’s so simple, right? It kind of forces us to pause and remember, oh yeah, we’re, you know, humans. Not just email-sending robots. Another experiment could be what I call a "radical acknowledgment." Like, take a moment to notice someone, not just for their results, but for their effort, their kindness, the way they showed up. And then tell them. Out loud. It’s ridiculous how rare—and how impactful—that can be.

Eleanor

It really is. You know, I heard this story about a startup that was struggling with burnout. The founder decided to start every team meeting by acknowledging one person’s contribution—something specific and personal. Within months, the energy of the team transformed. People felt seen, and that changed how they worked together.

João

Here’s the thing, though—it’s not just about what leaders do. Everyone can play a part here. Like, the feedback flip? Ask someone who reports to you for feedback. Listen. Thank them. Don’t defend yourself—just take it in. That moment of humility can create so much trust.

Eleanor

Yes! And intentional communication, too. I worked with a young psychologist once who was navigating some tricky team dynamics. She made it a point to, uh, address the unsaid. Whenever there was tension, she’d ask, “What’s not being spoken right now?” It was such a simple question, but it created space for honesty—and empowered the whole team.

João

That’s brave—and so necessary. You know, we keep circling back to this idea that real change isn’t about big, flashy initiatives. It’s about consistency. Small rituals. Things you can do every day. Like—here’s a fun one—do an emotional check-in with yourself. Light a candle before you start deep work. Journal one thought at the end of your day. Remind yourself that you matter.

Eleanor

It might sound small, but those rituals build resilience. They say, “Hey, you’re human. And that’s a strength, not a weakness.”

João

Exactly. And listen, if we want to humanize work, we have to start... humanizing ourselves. These experiments aren’t just about making the workplace better; they’re about reminding us how to simply, well, be.

Eleanor

And that’s the heart of it, isn’t it? It’s not about fixing people or even work. It’s about creating spaces—whether they’re boardrooms or break rooms—where we can all show up fully as ourselves.

João

Which brings us back to what we’ve been saying all along. Human environments don’t happen by accident. They happen by design. So, let’s start designing them—one small act at a time.

Eleanor

And that’s it for today’s experiment. But before we go, can we give them a teaser for next week? Because it’s one of my favorite topics.

João Pereira

Absolutely. The next episode is going to be called And yes—we’re going there. We’ll talk about the radical idea that feedback isn’t about fixing people. It’s about seeing them. Empowering them. Loving them through truth.

Eleanor Hartfield

It’s gonna be raw, deep, and possibly a little uncomfortable. But oh-so-worth-it.

João Pereira

So get ready. Because if we want human environments, we need to learn how to speak human, too.

Eleanor

Thank you for having me, João—this has been such a meaningful conversation.

João

Thank you, Eleanor. Let’s do this again.

Eleanor

Absolutely. Until next time—keep experimenting.

João Pereira

And a big thank you to everyone listening to us! Until next time!