Build psychological safety into conversations about hybrid work
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Today’s Tip
Build Psychological Safety into Conversations About Hybrid Work
Psychological safety — the belief that anyone can speak up without risk of punishment or humiliation — is a key driver of high-performing teams. Good managers have learned to create environments that enable candor around traditional work topics. But as hybrid and remote working arrangements become increasingly complex, managers must make staffing, scheduling, and coordination decisions that take into account employees’ personal circumstances — a categorically different domain. Here’s how to extend psychological safety to these conversations.
Step 1. Open a dialogue with your team to help them recognize that you're all entering a new work environment together. As a group, be clear, transparent, and up front about the challenges you're facing and your needs and worries — especially as they relate to work-life boundaries.
Step 2. Lead by example. Demonstrate the kind of candor and honesty you want to see from your team.
Step 3. Be patient. One conversation can set the tone, but building real trust happens over time. Emphasize that the dialogue between you and your team is open ended, confidential, and can adapt over time as people’s needs change.
This tip is adapted from “What Psychological Safety Looks Like in a Hybrid Workplace<https://hbr.org/2021/04/what-psychological-safety-looks-like-in-a-hybrid-workplace?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge,”> by Amy C. Edmondson and Mark Mortensen
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Most companies overlook their greatest potential asset in creating a more diverse workplace: their own employees.
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Today’s Tip
Build Psychological Safety into Conversations About Hybrid Work
Psychological safety — the belief that anyone can speak up without risk of punishment or humiliation — is a key driver of high-performing teams. Good managers have learned to create environments that enable candor around traditional work topics. But as hybrid and remote working arrangements become increasingly complex, managers must make staffing, scheduling, and coordination decisions that take into account employees’ personal circumstances — a categorically different domain. Here’s how to extend psychological safety to these conversations.
Step 1. Open a dialogue with your team to help them recognize that you're all entering a new work environment together. As a group, be clear, transparent, and up front about the challenges you're facing and your needs and worries — especially as they relate to work-life boundaries.
Step 2. Lead by example. Demonstrate the kind of candor and honesty you want to see from your team.
Step 3. Be patient. One conversation can set the tone, but building real trust happens over time. Emphasize that the dialogue between you and your team is open ended, confidential, and can adapt over time as people’s needs change.
This tip is adapted from “What Psychological Safety Looks Like in a Hybrid Workplace<https://hbr.org/2021/04/what-psychological-safety-looks-like-in-a-hybrid-workplace?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge,”> by Amy C. Edmondson and Mark Mortensen
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Business advice — always at your fingertips. <https://hbr.org/the-latest?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge&utm_term=subben_buyeracq_hbrlive&&term=Assessment&utm_content=signinnudge>
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by Matt Sigelman and Johnny C. Taylor, Jr.
Most companies overlook their greatest potential asset in creating a more diverse workplace: their own employees.
Read more <https://hbr.org/2021/04/to-build-a-diverse-company-for-the-long-term-develop-junior-talent?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge&utm_term=subben_buyeracq_hbrlive&promo=MTOD1>
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