Have you ever worked with a manager who left a favourable impression on you that you still brag about them even years later?
Leadership turns out to be a matter of the heart. While driving for results is crucial for running a business, the best leaders balance effects with excellent relationships. When leaders foster a culture of safety, where workers are free to speak up, experiment, give feedback, and ask for help, it leads to better performance outcomes.
According to Inc., here’s how to create more psychological safety in the workplace.
1. Help your employees feel connected
Working out of your devices has created a loneliness epidemic. It isn’t just that people feel isolated these days, but also that many companies lack solid connections and community within their workforces.
2. Recognize your employees
In this era of record turnover, employees are burned out, unengaged, and eager to explore new opportunities. So, how can business leaders keep their team engaged and retained amid the Great Reshuffle?
According to the survey results published in Achievers’ 2022 State of Recognition Report, regularly recognized employees have a higher level of job commitment, with two-thirds (65 percent) admitting that feeling recognized would reduce their desire to job hunt.
When employees were asked if they’d like more frequent or meaningful recognition, over half (64 percent) claimed they prefer to be meaningfully recognized. So, next time your team member runs a meeting with contagious energy or dazzles a PowerPoint with a mimic-worthy creative flair, an appreciative email–with explicit details–will go a long way.
3. Communicate clearly and consistently
To keep employees feeling safe, good leaders keep people in the loop regarding upcoming plans and projects, deadlines, and any changes taking place, good or bad; they give their employees a sense of security by ensuring that their work and status as employees are on solid ground.
When challenging problems arise, they don’t leave anyone hanging by going radio silent; they address the issue immediately by meeting with the team in person or sending an email without delay to set people’s expectations.
Always pull on the side of hope, strength, perseverance, and compassion. Your job as a leader is to do whatever it takes to meet the needs of your people by showing that you value them not only as workers but also as human beings.
Credit: Inc.
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