As we explored in last month’s edition, trust grows in everyday moments when people share experiences. That’s why peer-to-peer storytelling is such a powerful tool for connection.
Peer stories as connection drivers
Employees relate most to colleagues who are living the same reality. A peer’s story about solving a challenge or celebrating a win creates connection across functions. Shared stories show that successes and struggles are collective, not individual.
Storytelling as culture in action
When employees tell their own stories, they reinforce belonging. Informal shout-outs in meetings, story circles, or recognition threads on messaging apps remind people their contributions matter. Over time, this builds a culture where employees feel seen and valued.
Making storytelling easy
Managers can spark storytelling by lowering the barriers:
- Story prompts: Open meetings with a question like “What’s one small win this week?”
- Shout-out formats: Encourage teams to recognize each other’s efforts in a shared channel or board.
- Story walls: Collect short real-life stories across teams, small actions that reflect big values.
These quick formats don’t require big campaigns, but they spark recognition that grows into trust.
Building psychological safety
Stories thrive where honesty is safe. When leaders share both wins and challenges, employees feel safer contributing their own. This openness signals that authenticity is valued, not penalized.
Case in Point
World Wide Technology (WWT) invited employees to share personal stories through videos, essays, and artwork. These stories were viewed more than 4,500 times internally and became a platform for connection. Employees described the initiative as proof that “our voices matter.” The outcome: stronger culture, higher engagement, and recognition in Fortune’s Best Companies to Work For.
Final Thought
Trust is built in small, human moments of sharing. When stories are told and heard, culture becomes visible, and employees feel part of something bigger.
