“What’s In It for Me?” The Employee Mindset You Shouldn’t Ignore
- Unlimited HRM Solutions Inc.
- 17 hours ago
- 3 min read
How to Build a Trust-Driven Workplace Culture
Let’s be real, employees today are unapologetically asking
“Why…What’s in it for me?”
Some leaders roll their eyes at this question. Other leaders see it as an employee’s entitlement issue.
But as HR professionals, we need to approach it differently. I always look at the employee’s perspective. A great HR practitioner always does...
When employees ask “What’s in it for me?”, they aren’t asking to be spoiled.They’re asking to be safe in their job.
They’re asking the 3 questions below:
Will I be valued?
Will I be treated fairly?
Will this job help me grow, or take from me?
They’re asking these important questions because at some point in their career, someone took advantage of them. They were told one thing and something else happened outside of their control. A broken promise, an exploitative manager, unpaid overtime, glass ceilings, or burnout disguised as “opportunity.” These employees have been pinched, maybe even squeezed too hard unfortunately.
And they learned something from it.
Instead of employers dismissing this mindset, organizations should address it head-on.
Why the “What’s In It for Me?” Mindset is Actually a Gift
Employees who ask these questions are not disengaged, far from it, they’re guarded because of their experience. Guarded employees still care enough to ask what the relationship will look like.
Think of it this way...
If someone asks what the return is on a partnership with your business, you wouldn’t call them entitled. You’d call them responsible.
So why treat employees differently?
When employees ask what’s in it for them, what they're really revealing is:
They are considering a long-term investment in your company.
They’re thinking critically about culture, growth, and fairness.
They want a workplace where they can trust, contribute, and thrive.
And in my humble opinion, that’s the type of employee that's worth keeping.
How HR and Leadership Can Restore Trust
To build a workplace that supports employees instead of pinching them, leaders need to do three things consistently:
Show your math.
Explain processes, decisions, and expectations. Don’t hide the rationale behind pay bands, promotions, or policies. Transparency isn’t a perk, it’s a strategy for psychological safety. Employees trust what they understand.
Keep promises small, and keep them all.
Don’t ask employees to “wait a little longer” for raises that may never come. Don’t promise development you can’t deliver. Don’t over-sell roles. A culture built on small, reliable promises will always outperform a workplace built on big, broken ones.
Trust is not built in a statement. It’s built in a pattern and a Leader’s execution on its promises.
3. Reward contribution, not self-sacrifice.
Employees who were burned before now protect their time fiercely. Respectable organizations that reward burnout get turnover back in spades. Companies that reward contribution get loyalty, discretionary effort, and advocacy.
Replace “go the extra mile” with:
“Let’s make the extra mile is meaningful and rewarded, for both sides.”
A Trust-First Culture Doesn’t Coddle, it’s Collaborative
Trust doesn’t mean saying yes to everything employees want.
Trust means:
Clear agreements
Consistent follow-through
Fair compensation
Psychologically safe conversations
Shared accountability
A workplace built on trust creates mutual benefit, not one-sided sacrifice.
When employees ask “What’s in it for me?”, answer with:“Here’s what we’ll build together. Here’s what you can expect. And here’s what we expect in return.”
My Final thoughts...
Employees who’ve been pinched before are not adversaries, they are the most aware contributors you’ll ever hire.
If your workplace proves itself trustworthy, they’ll bring:
✔ Higher commitment
✔ Stronger self-management
✔ Fierce loyalty
✔ Stronger boundaries (which protect your business, too)
If your culture passes the test, these employees will stay, grow, and invest.
So instead of shutting down the question, build a workplace that answers it with integrity.
Workplaces don’t earn trust through slogans, values posters, “people-first” hashtags, or pizza Fridays. They earn trust through consistent behaviour.
Employees don’t want perks.They want partnership.
And that’s the future of work worth building, in today's competitive workplace.
Sincerely,
Carmelinda