How to Earn Respect and Support in the Workplace |Avinash Chate
In many workplaces, talented professionals struggle not because of lack of skill, but because of how they deal with people. Some keep asking, some keep calculat...
Every office has three kinds of people. The ones who help. The ones who balance. And the ones who calculate. Some walk into work thinking, “How can I contribute today?” Others think, “What do I get from this?” Over time, this simple difference shapes careers more than talent, degrees, or experience ever can. The Invisible Chip in Our Brain There is something powerful inside all of us — a natural instinct called reciprocity . When someone helps us, we feel an inner pull to return the favour. Not because we have to. But because we want to. It’s human. In the workplace, this small psychological truth changes everything. When you support people without keeping score, you build silent trust . And trust, over time, becomes opportunity. Three Types of People at Work Givers They share knowledge. They guide juniors. They help teammates. They celebrate others. They don’t ask, “What’s in it for me?” every time. Matchers They believe in balance. “You help me, I help you.” Fair. Practical. Safe. Takers They look for advantage. They network only when needed. They disappear when others need support. In the short term, they may win. In the long term, they stand alone. And isolation is expensive. The 30-Day Shift That Changed Everything The story shared in the video is simple, yet powerful. A professional named Vikram realised he had slowly become a “taker.” He was skilled. Hardworking. Focused. But not supportive. He decided to run a personal experiment — help 30 people in 30 days . Not dramatically. Not heroically. Just intentionally. Week 1: Small gestures. Sharing Excel shortcuts. Offering coffee. Helping with small doubts. Colleagues were confused. Suspicious even. Week 2: He reviewed presentations. Guided juniors. Became available. Something shifted. People became warmer. Conversations became easier. Week 3: He credited his team publicly. Took responsibility for mistakes. Respect quietly grew. He wasn’t just a contributor anymore. He looked like a leader. Week 4: An emergency came. Deadlines were tight. This time, he didn’t ask for help. People offered it. That is the power of consistent giving . You don’t demand support. You earn it. But Don’t Become a Doormat Giving does not mean overworking. It does not mean saying yes to everything. It does not mean sacrificing your own growth. Strategic giving is intelligent. You help within boundaries. You guide — but don’t carry. You share credit — but don’t erase your contribution. Strong givers are respected. Weak boundaries create exploitation. The difference matters. Success Is a Reputation Game In every organisation, two reputations travel faster than performance reports: “This person always helps.” “This person only shows up when they need something.” Which one builds influence? Over time, promotions, partnerships, leadership roles — they move toward people who are trusted , not just talented. Because organisations grow on collaboration, not competition alone. The Real Question When someone thinks of you in you…
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By Avinash Chate — Maharashtra's #1 Corporate Trainer & Motivational Speaker. Published 2026-03-03.