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Published on May 8, 2018

11 Characteristics of a Happy and Healthy Relationship

11 Characteristics of a Happy and Healthy Relationship

Each and every day as a therapist, I talk to couples who are having issues. Issues serious enough that they have reached out for help. My job is to help them come to a decision about whether to move forward together or separately, which can be difficult. Sometimes, I have found, love and communication are not enough to stay together.

This article will help you understand what IS enough to stay together — what’s required to create and maintain happy and healthy relationships.

1. Get back on track with communication

No relationship, romantic or other, is going to proceed without conflict. What ends up getting the relationship back on track is good communication. Communication, therefore, is the single most important factor in the health of a relationship because it represents the relationship’s ability to self-correct. But what makes for good communication? Entire books could be written on this, but for now let’s keep it simple:

  • Preemptive: Easier to be upfront because then problems can be spoken about instead of experienced.
  • Consistent: No point in communicating some of the time, or only on certain issues; it only works if it’s always happening.
  • Honest: Good communication is a trust-building act, bringing you and the other person closer (see below). Dishonesty has the opposite effect.

2. Start with trust

A relationship must have a foundation of trust to succeed. I could make a logical argument for why this must be the case, but instead, imagine what it would be like to have a relationship with someone you fundamentally mistrusted. Not enjoyable, am I right?

A lack of trust often initiates a vicious cycle. The one who is distrustful often causes the other partner to become secretive, even about things he or she does not need to hide, just to secure some privacy and control. This gives the suspicious person more to suspect.

Overall, a lack of trust or a breach of trust is one of the most difficult situations to overcome in a relationship.

Learn how to build trust from this article: 5 Things You Can Do To Build Trust Quickly

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3. Align on core values

Core values can be defined simply as those you cannot tolerate a partner NOT to share. Most relationships can have healthy disagreements about a wide variety of subjects, but each person has their “non-negotiable” beliefs. For some, this might be politics; for others, it might be whether to have children; between friends, it might be a matter of ethics.

Whatever your non-negotiables, it is important that your partner share them; otherwise you will constantly feel as if you are compromising on a deeply personal level.

However, keep in mind that not all beliefs are set in stone. If both people are willing to hear each other out, they might be surprised at the compromises they discover.

Check out these tips if you think you and your partner are slightly different from each other: How to Stay Together When You Are Different From Each Other

4. Use intimacy as a gauge

Although intimacy often stands in for sex in the psychological community, it can mean much more than that. I would define intimacy as an ability to communicate in a uniquely interpersonal level with another person, which can certainly happen between friends and family members as well as romantic partners. One subset of intimacy is sex, though, and in a romantic relationship this is one of the major readings of its health and happiness.

Sex in a relationship is similar to flossing, in that people who floss tend to live longer. It is not that flossing increases your life expectancy directly, but rather that those who tend to floss also tend to care for themselves in other ways, all of which lead to a longer life. Same thing with sex: a healthy sex life does not equal a healthy relationship, but it is an indication of many other positive things going on in addition to the benefit it brings by itself.

If your sex life is not where you’d want it to be, use it as a starting point to figure out what part of your relationship could change for the better.

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5. Nurture vulnerability

One of the cherished things about being in a close relationship is that you can share things with another person that you do not share with anyone else. As a therapist, I am acutely aware of how much this contributes to our mental health. Simply being able to confide in someone about all the small and big things of your life is of enormous value — and the major reason why we enter into relationships in the first place.

Being able to share intimate details relies on a willingness to be vulnerable. This is a two-way street. Both you and your partner must develop an ability to be open as well as accept, nurture and respect the other’s openness. Vulnerability depends on this positive, reciprocal cycle.

You can find more benefits of being vulnerable here: Accept Yourself (Flaws and All): 7 Benefits of Being Vulnerable

6. Discuss the future: Children

Surprisingly, sharing a common past does not necessarily result in better relationships across the board. But sharing a vision of the future is essential in certain key areas: children, finances, and lifestyle. All of these are intertwined, of course, but it is important to understand your partner’s vision for each of these things.

One of the most common scenarios is a married couple who cannot agree on whether to have children. As you can imagine, both people feel very strongly about having or not having children. The heartbreaking thing is that there may be love, good communication, trust and shared values, but over time the couple cannot find a compromise for this extremely important life decision.

7. Discuss the future: Finances

At first, it is difficult to see how finances have anything to do with a relationship, but among couples and even among friends, differences in attitude toward money can create a serious rift.

Two friends who have two very different attitudes toward spending, for example, will have a hard time deciding what to do together. A couple in this situation will have a constant stressor on their hands, especially if finances become tight.

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While it is not absolutely necessary to have identical attitudes toward money and spending, it is an important topic to discuss.

8. Discuss the future: Lifestyle

Lifestyle is sort of a catch-all phrase that includes aspects of life outside of children and finances that a couple will have to negotiate. This includes big things like how to spend leisure time or whether to be exclusive sexually as well as seemingly little things like diet or sleep. The point is that we all have preferences and needs, and when another person enters the picture with their own preferences and needs, we are forced to compromise.

When it comes to lifestyle, I have found in my practice that those who meet in their younger years have a harder time adjusting to their partner’s lifestyle. This is probably because our preferences and needs crystallize as we age. Couples who meet when they are older have a greater knowledge of their likes and dislikes, and tend to factor this into whether they would be compatible with each other.

9. Find a balance between dependence and independence

As mentioned in the trust section, the ability to rely on each other is a sign of strength. In fact, a relationship will stagnate without it. But as with everything, there must be a balance.

Too much dependence is just as tiring as too much independence. Without any dependence, neither partner feels as if he or she is part of a team, whereas with too much dependence, one or both partners is likely to feel overwhelmed.

In short, each member of the relationship has the responsibility to maintain a balance between relying too much on the other person and not relying on the other person at all.

10. Remember friends and family

This is an often-overlooked feature of a happy relationship because much of the beginning part of the relationship does not involve family and friends. Two people get to know each other by themselves and find they are beginning to form a strong relationship. But then comes the next stage when that person meets the other important people in their lives.

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Couples tend to forget that how they fit into each other’s friends and family groups is important. As with core values, the important thing here is tolerance. Even if the person does not get along perfectly with your family and friends, is it tolerable? Can everyone basically get along?

Of course, the more seamlessly they fit into your circles the better, but this only really becomes a problem when the fit is so bad that you hesitate to bring them around.

11. Maintain commitment

In the beginning of most relationships, very little commitment is needed. Everything is rosy and you cannot imagine anything going wrong. I see many couples who are just coming down from their dating or marriage highs and are lacking one key component: a commitment to each other.

Commitment may be defined as a willingness to stay with the other person through times where it is no longer fun or easy to do so. Successful long-term relationships weather many such periods. Here are some other things to keep in mind about commitment:

  • Commitment is easier when we appreciate qualities in a person that do not change with circumstance — when we appreciate their sense of humor, for example, instead of their salary.
  • Too much commitment can be harmful. It can cause many people to stay in abusive relationships far too long. Healthy commitment is keeping a perspective on the qualities of the person that you love, whereas unhealthy commitment is elevating commitment itself above your happiness.
  • Commitment is also a two-way street: it is more sustainable to stay committed to someone who is staying committed to us.

Hopefully you have recognized each item on this list as at least a factor in your relationship. Problems are especially troublesome when you or your partner are not even aware of them.

If an item or two on the list jumps out as being problematic in your relationship(s), return to item #1: Use communication to get back on track. Communication or the relationship’s ability to self-correct is always the starting point for change.

Featured photo credit: pixabay via pixabay.com

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Josh Zlatkus

Mental Health Therapist in Private Practice

Is Relationship Counselling for You? Find Your Answer Here 11 Characteristics of a Happy and Healthy Relationship

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Last Updated on March 14, 2019

7 Questions to Ask in a Job Interview That Will Impress the Interviewer

7 Questions to Ask in a Job Interview That Will Impress the Interviewer

Recruiters might hold thousands of interviews in their careers and a lot of them are reporting the same thing—that most candidates play it safe with the questions they ask, or have no questions to ask in a job interview at all.

For job applicants, this approach is crazy! This is a job that you’re going to dedicate a lot of hours to and that might have a huge impact on your future career. Don’t throw away the chance to figure out if the position is perfect for you.

Here are 7 killer questions to ask in a job interview that will both impress your counterpart and give you some really useful insights into whether this job will be a dream … or a nightmare.

1. What are some challenges I might come up against this role?

A lesser candidate might ask, “what does a typical day look like in this role?” While this is a perfectly reasonable question to ask in an interview, focusing on potential challenges takes you much further because it indicates that you already are visualizing yourself in the role.

It’s impressive because it shows that you are not afraid of challenges, and you are prepared to strategize a game plan upfront to make sure you succeed if you get the job.

It can also open up a conversation about how you’ve solved problems in the past which can be a reassuring exercise for both you and the hiring manager.

How it helps you:

If you ask the interviewer to describe a typical day, you may get a vibrant picture of all the lovely things you’ll get to do in this job and all the lovely people you’ll get to do them with.

Asking about potential roadblocks means you hear the other side of the story—dysfunctional teams, internal politics, difficult clients, bootstrap budgets and so on. This can help you decide if you’re up for the challenge or whether, for the sake of your sanity, you should respectfully decline the job offer.

2. What are the qualities of really successful people in this role?

Employers don’t want to hire someone who goes through the motions; they want to hire someone who will excel.

Asking this question shows that you care about success, too. How could they not hire you with a dragon-slayer attitude like that?

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How it helps you:

Interviewers hire people who are great people to work with, but the definition of “great people” differs from person to person.

Does this company hire and promote people with a specific attitude, approach, worth ethic or communication style? Are the most successful people in this role strong extroverts who love to talk and socialize when you are studious and reserved? Does the company reward those who work insane hours when you’re happiest in a more relaxed environment?

If so, then this may not be the right match for you.

Whatever the answer is, you can decide whether you have what it takes for the manager to be happy with your performance in this role. And if the interviewer has no idea what success looks like for this position, this is a sign to proceed with extreme caution.

3. From the research I did on your company, I noticed the culture really supports XYZ. Can you tell me more about that element of the culture and how it impacts this job role?

Of course, you could just ask “what is the culture like here? ” but then you would miss a great opportunity to show that you’ve done your research!

Interviewers give BIG bonus point to those who read up and pay attention, and you’ve just pointed out that (a) you’re diligent in your research (b) you care about the company culture and (c) you’re committed to finding a great cultural fit.

How it helps you:

This question is so useful because it lets you pick an element of the culture that you really care about and that will have the most impact on whether you are happy with the organization.

For example, if training and development is important to you, then you need to know what’s on offer so you don’t end up in a dead-end job with no learning opportunities.

Companies often talk a good talk, and their press releases may be full of shiny CSR initiatives and all the headline-grabbing diversity programs they’re putting in place. This is your opportunity to look under the hood and see if the company lives its values on the ground.

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A company that says it is committed to doing the right thing by customers should not judge success by the number of up-sells an employee makes, for instance. Look for consistency, so you aren’t in for a culture shock after you start.

4. What is the promotion path for this role, and how would my performance on that path be measured?

To be clear, you are not asking when you will get promoted. Don’t go there—it’s presumptuous, and it indicates that you think you are better than the role you have applied for.

A career-minded candidate, on the other hand, usually has a plan that she’s working towards. This question shows you have a great drive toward growth and advancement and an intention to stick with the company beyond your current state.

How it helps you:

One word: hierarchy.

All organizations have levels of work and authority—executives, upper managers, line managers, the workforce, and so on. Understanding the hierarchical structure gives you power, because you can decide if you can work within it and are capable of climbing through its ranks, or whether it will be endlessly frustrating to you.

In a traditional pyramid hierarchy, for example, the people at the bottom tend to have very little autonomy to make decisions. This gets better as you rise up through the pyramid, but even middle managers have little power to create policy; they are more concerned with enforcing the rules the top leaders make.

If having a high degree of autonomy and accountability is important to you, you may do better in a flat hierarchy where work teams can design their own way of achieving the corporate goals.

5. What’s the most important thing the successful candidate could accomplish in their first 3 months/6 months/year?

Of all the questions to ask in a job interview, this one is impressive because it shows that you identify with and want to be a successful performer, and not just an average one.

Here, you’re drilling down into what the company needs, and needs quite urgently, proving that you’re all about adding value to the organization and not just about what’s in it for you.

How it helps you:

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Most job descriptions come with 8, 10 or 12 different job responsibilities and a lot of them with be boilerplate or responsibilities that someone in HR thinks are associated with this role. This question gives you a better sense of which responsibilities are the most important—and they may not be what initially attracted you to the role.

If you like the idea of training juniors, for example, but success is judged purely on your sales figures, then is this really the job you thought you were applying for?

This question will also give you an idea of what kind of learning curve you’re expected to have and whether you’ll get any ramp-up time before getting down to business. If you’re the type of person who likes to jump right in and get things done, for instance, you may not be thrilled to hear that you’re going to spend the first three months shadowing a peer.

6. What do you like about working here?

This simple question is all about building rapport with the interviewer. People like to talk about themselves, and the interviewer will be flattered that you’re interested in her opinions.

Hopefully, you’ll find some great connection points that the two of you share. What similar things drive you head into the office each day? How will you fit into the culture?

How it helps you:

You can learn a lot from this question. Someone who genuinely enjoys his job will be able to list several things they like, and their answers will sound passionate and sincere. If not….well, you might consider that a red flag.

Since you potentially can learn a lot about the company culture from this question, it’s a good idea to figure out upfront what’s important to you. Maybe you’re looking for a hands-off boss who values independent thought and creativity? Maybe you work better in environments that move at a rapid, exciting pace?

Whatever’s important to you, listen carefully and see if you can find any common ground.

7. Based on this interview, do you have any questions or concerns about my qualifications for the role?

What a great closing question to ask in a job interview! It shows that you’re not afraid of feedback—in fact, you are inviting it. Not being able to take criticism is a red flag for employers, who need to know that you’ll act on any “coaching moments” with a good heart.

As a bonus, asking this question shows that you are really interested in the position and wish to clear up anything that may be holding the company back from hiring you.

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How it helps you:

What a devious beast this question is! On the surface, it looks straightforward, but it’s actually giving you four key pieces of information.

First, is the manager capable of giving you feedback when put on the spot like this? Some managers are scared of giving feedback, or don’t think it’s important enough to bother outside of a formal performance appraisal. Do you want to work for a boss like that? How will you improve if no one is telling you what you did wrong?

Second, can the manager give feedback in a constructive way without being too pillowy or too confrontational? It’s unfair to expect the interviewer to have figured out your preferred way of receiving feedback in the space of an interview, but if she come back with a machine-gun fire of shortcomings or one of those corporate feedback “sandwiches” (the doozy slipped between two slices of compliment), then you need to ask yourself, can you work with someone who gives feedback like that?

Third, you get to learn the things the hiring manager is concerned about before you leave the interview. This gives you the chance to make a final, tailored sales pitch so you can convince the interviewer that she should not be worried about those things.

Fourth, you get to learn the things the hiring manager is concerned about period. If turnover is keeping him up at night, then your frequent job hopping might get a lot of additional scrutiny. If he’s facing some issues with conflict or communication, then he might raise concerns regarding your performance in this area.

Listen carefully: the concerns that are being raised about you might actually be a proxy for problems in the wider organization.

Making Your Interview Work for You

Interviews are a two-way street. While it is important to differentiate yourself from every other candidate, understand that convincing the interviewer you’re the right person for the role goes hand-in-hand with figuring out if the job is the right fit for you.

Would you feel happy in a work environment where the people, priorities, culture and management style were completely at odds with the way you work? Didn’t think so!

More Resources About Job Interviews

Featured photo credit: Amy Hirschi via unsplash.com

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