It seems to me that the reason you spend time accruing trust credit is to maintain your likability among people when you&#x27;re obligated to do things that are unlikable. That&#x27;s fine. But how much does that improve performance or enable progress? What is the optimal amount of likability for healthy workplace that performs well?<p>Let&#x27;s take military bootcamp as a counter-example. People form strong friendships in a high stress environment where they might actively dislike their superiors. Their skills, abilities and tasks progress in leaps and bounds. Obviously this doesn&#x27;t directly apply to normal workplaces, but provides an example of a situation where disregard for likability doesn&#x27;t result in a bad work environment.<p>I believe the sense of belonging is a core human need, and people go to different lengths in making sure they have that. We all do at some level. What you do with &quot;trust credit&quot; probably makes your workplace a nicer environment, but I don&#x27;t know how much it matters for performance.