Acompany can offer all the free snacks and on-site massages in the world—but if the people don’t make you feel supported, you’re probably still not happy at your job. To an increasing extent, “the corporate world is understanding that relationships and the culture of relationships at work is the new competitive edge,” says Esther Perel, a psychotherapist who hosts the popular couples’ therapy podcast Where Should We Begin?

In May, Perel shifted her focus from improving relationships at home to bettering those at work. She released a 100-question card game with prompts designed to get people to open up and share stories, in hopes of improving team dynamics and fixing a workplace’s culture. Each prompt targets one of her four pillars of healthy workplace relationships—trust, belonging, recognition, and collective resilience—and it’s designed to be played at an off-site meeting, while onboarding a new employee, during a one-on-one check-in, or at an after-work happy hour. “This goes way beyond your typical icebreaker,” Perel says: Telling personal stories at work can make people feel less siloed and improve collaboration. At the average all-hands meeting, for example, “You see where the eyes go, you see who's listening, you see the blank stares, you see people on their phone,” she says. “Once a person starts to tell a story, everybody's eyes lift. Now you come to life, you're interested, and you elicit curiosity.”

We asked Perel how to level up your workplace relationships—and she suggested starting with these seven questions.

“What brings out the best in you?”
Asking a colleague to share exactly what helps them excel is a “beautiful” way to grow your connection. “It demands some form of self-knowledge and self-awareness,” Perel says. To answer candidly, your colleague will need to understand what encourages, motivates, and pushes them. When you have that information, you no longer have to guess what they prefer; for example, you might learn that when they’re receiving feedback, they want you to get right into it rather than mincing your words. If a colleague asked Perel this question, her response would “tell you what I know about myself, what you should know about me, and how we can work better together,” she says. “It’s a question that builds trust and tells you what recognition is for me.