I remember my early days at Telefónica, when I was just 23 years old. I was eager, curious… and also had doubts. But I wasn’t alone. There was a network of colleagues who looked out for me and with whom I shared my day-to-day life, from the first coffee in the morning, lunch and often dinner, with whom I could vent after a difficult meeting, celebrate a small victory or simply ask questions without fear, because I knew they wouldn’t judge me; on the contrary, they would help me clarify my doubts and share their knowledge.
This network, which was not formal but rather my points of reference, taught me a lot: about Telefónica’s processes, protocols… and how to move with respect and agility within this large company.
What are support networks at work really?
I think I’ve always said this, it’s not just about getting along with the people on your team, although I always say that this helps a lot on a day-to-day basis. Support networks go much further than that. They are bonds of trust that are woven over time, little by little, with people who are there when work gets tough and overwhelming, when your personal life intersects with your professional life, or simply when you need someone to listen to you without judging you.
They can be everyday colleagues, former bosses who have become mentors, people from other areas with whom you connect on a human level, or even external communities with whom you share concerns. The important thing is not where they come from or how many there are, but what they bring to you.
And I’m not just saying this from my own experience, or from what I’ve seen around me, although that’s also true, but because studies confirm it: for example, Gallup says that people who have strong friendships at work are much more committed and even perform better. And Harvard Business Review talks about how these connections help lower stress levels and make people feel more supported, especially in demanding environments.
Having a support network at work is not a luxury, it’s a necessity. Because we’re not meant to solve everything on our own. And when you have someone to talk to, to share your doubts with or celebrate your achievements, everything weighs a little less.
Why are support networks so important?
Because work isn’t just about completing tasks or delivering results. It’s also about how you feel while you’re doing it. I always say that you have to wake up wanting to go to work, and that’s where support networks make all the difference.
The importance of those people who listen to you when the day gets tough, when production issues arise, when that deliverable gets rejected, or when priorities simply change, and that’s where they help you think better when you’re full of doubts. They push you to take that step you didn’t dare to take or simply tell you ‘you can do it’ at just the right moment.
Sometimes it’s not even about solutions, and often there aren’t any, but simply about being there, with your presence and goodwill. And that’s worth a lot and opens up the world to you, pulling you out of that black cloud that fills you with negativity.
And if there’s one thing I’ve proven time and time again, it’s that every important step I’ve taken, I’ve met generous and kind people. People who help without expecting anything in return, who share their experience, their time, or a word of encouragement. People who don’t compete, they accompany. And that, honestly, is not forgotten.
But… why is it sometimes so hard to build support networks?
Because we weren’t taught to do so, it’s not natural, and we grew up with the idea that asking for help was a sign of weakness, that showing vulnerability could work against you. And even more so at work, because often those who ‘can do everything’ are valued more than those who raise their hand and say ‘I need help’.
Day-to-day life doesn’t help either. We’re so focused on meeting deadlines and targets that we forget to look around us. Asking someone sincerely how they are, if they need anything, if we can make their day a little easier… I hear many people do this just for the sake of it, and you can tell that they don’t really mean it.
Personally, I think my view of support networks also comes from something deeper. I am an only child, and I have always learned to look to others for the companionship I didn’t have at home. For me, opening up to others, asking for help or simply connecting on a human level has never been a problem. It was natural, even necessary for survival many times at school or simply at the park to play with other children. And perhaps that is why I have never been ashamed to ask for support, nor afraid of being told no, much less admit mistakes, because I do not do it expecting something in return, but from a place of authenticity.
Support networks don’t appear by magic, nor are they sold to you, assigned or inherited. They are built. It’s not about forcing them, but about cultivating them. And that means opening up, really listening, being available and also giving without expecting anything in return.
Organisational psychologist Adam Grant, in his book Give and Take, delves deeper into this. After years of research, he shows that people who act as ‘givers’, as he calls them, those who help, share and collaborate genuinely, not only make their teams better, but also achieve more success in the long run.
Most powerfully, it debunks the myth that ‘good guys always lose’: in reality, those who give generously build stronger, longer-lasting and more meaningful relationships.
If you’re interested in how we interact at work and what makes certain teams perform better than others, I highly recommend reading Give and Take. It’s one of those books that changes the way you see work… and people. I was hooked and felt identified with it.
How can we build an authentic network?
From my point of view, I believe that it all starts with something very simple: we must always make room for conversation beyond the technical. It’s very easy to take a moment to look at others with real attention, without rushing, not be afraid to thank, acknowledge and celebrate the achievements of those around us, and share not only what has gone well, but also the mistakes, the stumbles, what we learned when things didn’t turn out as we expected.
And above all, be available. Sometimes, five minutes of sincere listening can make a big difference.
The best networks are not born out of organisational charts or job titles. They are born out of empathy, out of a genuine desire to connect on a human level.
This past year, I have been fortunate to be part of the Woman Network, which is Telefónica Digital Innovation’s network of women, and also of Seed, which is part of the organisation of this network.
What I value most is that we don’t just think about what each of us needs individually, but how we can grow together. We look for real options for professional development, opportunities to strengthen skills, and often we simply give ourselves that much-needed space to share experiences, talk confidently and support each other without judgement.
Being part of this network has filled my heart and made me want to continue being part of it. I have met some very valuable people, with whom I do not always share projects, but who have been fundamental in my journey. Women who have supported me without expecting anything in return, with generosity and a desire to build community. And that, honestly, is appreciated from the bottom of my heart.
No one gets far completely alone
And if you already have a network, take care of it. Make it grow. And if you don’t have one yet, there’s no need to wait for the perfect moment. You can start small. A sincere conversation, a helping hand, listening without interruption.
Each of these networks has left a mark on me. And even though teams change, names rotate and projects end, the bonds built on respect and generosity… remain.
Because when you meet good people along the way, the journey becomes easier… and, above all, much more human.
