The psychology of office design to make them attractive
A basic question in work environments is what makes an office great besides having great employees? The first answer that comes to mind is: Good design!
While physical needs, such as ergonomic furniture, are an important part of workplace productivity, nothing can be more important than an employee’s psychological perspective when it comes to getting work done. And today, individual and collective psychology counts more than ever. Feeling good about yourself and the work that people do clearly helps the degree of satisfaction with what you do and, in turn, the commitment that that person has to management.
Create dynamic spaces
Spaces, colors, lighting, chairs, desks and tables are vital parts of creating a dynamic workspace. So how can business owners and managers create a work environment that inspires employees to be more creative and productive?
There are a variety of factors that will affect mood
Attitude and concentration during office hours. Let’s consider how managers can make design decisions that positively impact their employees’ well-being and, therefore, their productivity at work.
Office design and productivity are linked
The monetary success of any company depends largely on the mental and emotional well-being of its workers. Workspaces should promote concentration and at the same time be comfortable.
Team cohesion should be a priority by creating community areas, but privacy is also a must. Being as a team, sharing space, but keeping that natural space that we consider our own intact: the one that each person wants to have.
Work areas should be varied to accommodate sitting or standing during tasks and should include spaces for relaxation, such as comfortable lounges where great ideas can be born. You want your employees to be happy at work, and as a result, the work environment will affect morale.
Some basic concepts to transform a space into something pleasant
To transform four walls into a stimulating workspace, there are a few basics to prioritize when deciding on the perfect office layout for your company.
Open or closed designs?
Spaces can eliminate barriers, but maintain limits.
In open spaces, everyone present participates in some way and, consequently, is responsible. Removing walls will go a long way toward removing barriers and promoting team cohesion. Separating cubicles does not encourage team interaction.
The importance of privacy
Still, privacy is important for some tasks, so transparent dividers are a possible solution to provide privacy, when necessary, without obstructing the unit and the opening of the equipment. While an open layout will encourage interaction and collaboration, private spaces allow for projects that require more attention.
Spaces to serve different groups
Office spaces should also ideally be divided to address the needs of groups of different sizes, such as one-on-one face-to-face meetings, small groups, or large teams. Workspace versatility can be a design choice, especially if your office space is not large.
Transparent dividers and movable furniture can allow offices to adjust the layout of the space to meet specific daily needs.
Lighting Designs Matter
Lighting is as important to working comfortably as the right desk and chair. Poor lighting will not only sabotage productivity, but can also cause eye strain, headaches, fatigue, and confusion.
Intense overhead lighting (it is uniform, typically with lamps above that space and the workers’ heads) does not necessarily favor productivity. Using smaller spot lights intended for working at a desk or table can help with concentration, while halogen lights are known to highlight detailed work more clearly.
Colors and materials make the difference
Colors can make a big difference in attitude and mood. Greens are known to be relaxing, while blues are believed to encourage concentration. Yellows can be cheerful and inspiring. Avoid colors that are too harsh or bright, as they can be distracting or irritating.
Materials and design elements that reflect a company’s culture can contribute to a positive environment, act as morale boosters, and promote a sense of belonging.
Temperatures are crucial for comfort
A comfortable temperature must be maintained to encourage productivity. Extreme heat or cold can negatively affect health and concentration, making employees less productive. If individual temperature checks are not an option, consult with your team to establish a consensus on what would be a comfortable office temperature.
Limit noise
Noise can be a big distraction. If your office space is subject to ambient noise, consider installing carpeting, acoustic panels, or textiles and sound-absorbing materials. Provide dedicated spaces for employees who need a quiet space to do challenging work.
Air quality
Good air quality will contribute to overall health and well-being, so quality ventilation and air filtration should be a priority when creating a healthy office environment.
Ergonomic furniture promotes health in the workplace
Choosing ergonomically designed furniture will promote healthy posture and reduce the risks of posture-related medical problems. Adjustable furniture can allow employees to customize a workstation for their comfort.
Don’t forget the amenities
Access to bathrooms, lunch spaces or break rooms is essential and will help reduce employee stress and increase productivity.
Movement helps
Designing an office space that promotes movement during the day will promote physical and mental health. Hallways, a gym space or exercise machines and standing desks will help employees stay active both physically and mentally.
Workspace customization
Encourage employees to personalize their workstations with personal belongings, photographs, flowers or plants. Personal touches will promote a sense of ownership that will contribute to employee satisfaction.
A company’s greatest resource is its employees
The psychology of attractive office design will have a significant impact on employee well-being and performance. Office space planning should encourage creativity, collaboration and productivity.
Potential employees will notice the vibes that an office and its occupants produce, and an innovative workspace can make all the difference in attracting new talent to your team.
A great office design will not only provide aesthetic appeal to employees, clients and visitors, but will also impact the productivity and overall success of your business.
What are the principles of workspace design?
In general terms it can be said that the following factors must be taken into account:
– Open work environment.
– Define a kind of team communities, which can be used as a base of operations, with a variety of work environments.
– Common activity areas such as kitchens.
– Large collaboration spaces to encourage group work and unplanned interaction.
– a range of options for highly concentrated work.
Principles for good workplace design
We found interesting the case of some guidelines that were established in New Zealand based on certain principles that should be used to guide the design and equipment project of the workplace of the government office of a certain division of the government:
– Open work environment.
– Shared spaces.
– Choice of work environments.
– Use of technology.
– Consistent design.
– Growth without space.
– Safe, secure and accessible workplaces.
The guidelines call for using these principles to design flexible, safe and accessible workplaces that allow staff to work collaboratively in a variety of spaces.
The principles are mandatory under that country’s current real estate mandate at government level and should therefore form part of any refurbishment project.
Consider these principles as a whole, rather than in isolation. An agency is expected to achieve these principles for any modern workplace design and change project.
A diagram showing the components of a flexible design workplace
A map has been made showing possible locations for different activities, such as:
– informal meeting points.
– acoustic conversation booths.
– acoustic telephone booths.
– quiet work areas to concentrate.
– meeting rooms.
– lockers.
– project and collaboration desks.
– kitchen areas.
– collaboration centers.
– public service spaces.
– silent rooms.
These principles should be applied in conjunction with the government’s standard building performance specifications.
Open work environment
The open areas are made up of:
– Team communities that can be used as a base of operations, with a variety of work environments.
– common activity areas such as kitchens.
– Large collaboration spaces to encourage group work and unplanned interaction.
– a range of options for highly concentrated work.
Open-plan layouts help increase collaboration between agencies, breaking down silos and eliminating the risk of one group becoming isolated. Equipment is combined without physical separation, such as screens or walls.
Open plan areas and shared spaces
Create a variety of community and collaborative spaces that can be used for multiple purposes.
Spaces are defined by work requirements, so there are defined areas for high-focus work and obvious collaborative spaces where staff can interact and socialise. No group owns any particular area or facility.
Facilities, such as printers, must be in a common space and shared by multiple teams or organizations.
Choice of work environments
You must offer staff a choice of where to work, including a range of:
– formal and closed meeting rooms.
– casual and open plan furniture settings.
– different working points and ambient noise settings.
Facilitate mobility
Encourage staff to use mobility-enabled technologies to give them the flexibility to work anywhere in the building or outside, depending on their needs, and to think of the organization’s entire work area as their workplace.
Open work environments should be dynamic enough to allow staff to choose from a variety of work environments. The organizational culture must be based on results and not simply on the presence of staff in their workplaces.
Workplace settings may include (but are not limited to):
– collaboration spaces.
– project spaces.
– multi-use areas.
– quiet spaces.
– Focus areas.
– non-reservable meeting rooms.
– Closed rooms cannot be reserved for long phone calls or virtual meetings.
– work stations.
Mobility and adaptability
Dynamic work environments provide a variety of work environments, spaces and technologies, so staff can choose to work in the area that best suits what they need to do that day and no longer be stuck at a workstation.
The design and equipment must support this, along with an organizational culture focused on results and not on ensuring that staff are present at a single workstation throughout the day.
Mobility and adaptability requirements
Use of technology
Technology is important to support flexible and adaptable workplace design.
New technologies that enable mobility will allow staff to use spaces effectively. You must ensure that budget and time are provided to train staff in the use of these technologies.
Technology requirements and guidelines
Consistent design
A generic and coherent workplace design:
– helps maximize floor plate efficiency.
– provides more flexibility with spaces.
– helps staff adapt quickly to new areas as everything feels similar.
– means that moves can be carried out more cost-effectively and quickly.
This does not mean that each floor must have the same layout, but the overall design brief should cover the entire building or an agency’s net lease area.
Growth without space
Designing a flexible and adaptable workplace means you can absorb growth and reduction in staff numbers without needing to find new space.
For example, in an expansion, consider whether some roles can function more flexibly, without needing to assign a traditional workstation. This can free up space for other staff.
Safe, secure and accessible workplaces
Provide safe work environments for all employees and visitors, including customers and contractors. This includes considering the needs of disabled people in its design and equipment.
Once people have been given security access, they should be able to easily access most areas.
Safety, security and accessibility requirements
Apply the principles of good workplace design
Psychology-Approved Design Strategies for Returning to Work
There are clearly beneficial aspects when good design strategies are implemented:
– Workplace design should provide control and empowerment to employees.
– Workplace design plays an important role in encouraging a return to work.
– Design strategies for returning to work must go hand in hand with meaningful organizational strategies.
– Employers can create a favorable psychosocial environment by enhancing employees’ control of decisions.
As people reported a greater loss of control and less trust in institutions during COVID-19, employers asked how to facilitate a successful return to the office.
Good policies and return to the offices
Supported by thoughtful organizational policies, the design of the workplace itself plays an important role in encouraging a return to work, for example after the pandemic, or for situations, such as a person being transferred to another country and returns to his old job at the headquarters.
Employee perceptions of returning to work can be improved through mechanical control (think workspace design) and empowerment (think decision making). Design strategies must go hand in hand with meaningful organizational strategies.
Mechanical control and employee participation in design
Employees who are informed about decisions related to the workspace and participate in decisions about their own space experience greater psychological comfort in the workplace.
Employees with a lack of control over their workspace may experience learned helplessness and lack of motivation. Our workspaces have a powerful effect on our perception of ourselves as effective employees and our value to the company.
The nature of “workspaces” has changed substantially since the beginning of the COVID-19 pandemic.
As employees returned to the office, it could be expected that their sense of belonging would have been altered, that is, what is called “their territory.”
There is no recipe for ideal workplace environmental design, but leaders should consider the following:
– Can employees be given greater control in their individual office environment?
This could include low-cost strategies such as task lighting, sound masking devices, customization, and flexibility to rearrange furniture.
– What can you do to improve the interior design of your organization?
Even adding some extra plants, kitchen amenities, and comfortable seating can go a long way.
– How will you adjust the floor plan of your open office?
The intention of open office spaces is to facilitate communication and interaction, but this may not be the case for everyone. “Hoteling” or “hot desking” (The term hot desking defines a renovation of the workspace whose main characteristic is that the employee no longer has a fixed desk, that is, each day he can be located at a different one) can have negative effects since that limit employees’ control over their space.
Empowerment
For people who have taken long-term sick leave due to common mental health disorders, for example, the psychosocial work environment is a key predictor in return to work, even when adjusted for symptoms and work ability. .
Employers should create a favorable psychosocial environment by enhancing employees’ control of decisions and facilitating support from colleagues.
Leaders can consider whether their company can support the following:
– If there are alternative methods to perform their job, can the employee choose which method to use? – This may include elective remote or hybrid work, as different people may benefit from different arrangements.
-Can the employee set his own work schedule and decide when he will take a break?
– Can employees influence the amount of work assigned to them?
When in doubt, engage with researchers and design teams who can establish a co-creation process where employees can participate in the design and policies of their new space.
Creating psychological safety in the workplace
It is more than proven how design thinking principles foster equitable and productive work environments.
In today’s work environment, where the nature of work and the way it is performed is constantly changing and employees are expected to be increasingly effective at work, it is crucial to create a workspace environment that provides stability, be equitable, encourage productivity, and above all be inclusive.
A workspace environment that provides psychological safety is based on a people-centred approach and can make a difference to the way employees approach their work and interact with their colleagues.
Psychologically safe environment
With that in mind, let’s dive into how workplace designs can increase a psychologically safe work environment with design solutions case studies from Space Matrix.
A workspace environment that provides stability
Psychological safety is the shared belief that it is safe to take interpersonal risks as a group; It is the secret ingredient of high-performance teams.
The absence of psychological safety leads to a breakdown in trust, groupthink and a drop in creativity – the last thing employers need in today’s business environment that thrives on innovation and creativity.
So how can you create an environment of stability that allows you to develop a shared belief in taking calculated risks and being innovative, which can lead to greater productivity and a more positive work culture?
Design plays an integral role in enabling a psychologically safe environment
Designing for active and spontaneous collaboration and co-creation that are easily accessible to smaller teams, as well as spaces designated for planned collaboration, such as innovation rooms, provide opportunities within teams and across the organization as a whole. together to meet frequently, ideate and deliberate on problems, and co-create solutions together.
This builds trust, amplifies creativity, and establishes a shared belief through workplace design.
Workstations and collaborative zones at Prudential’s Singapore workspace
Prudential’s Singapore workspace reinforced its employee-centric ethos and embodies the principle of stability by making employees part of the new office design process.
To help them achieve their “Confidence in Change” strategy, Space Matrix facilitated workshops, brainstorming sessions and activities to better understand the needs of their workforce. These insights were used to create the “Embrace Change” office design concept.
The result was an inclusive, employee-centric workplace with minimal enclosed workspaces, adaptable office furniture, and a unique feature: four cocoon-shaped wooden domes that house workstations and collaboration zones.
Symbolize the commitment of the organization through design
These domes mimic the protective shape of a seed pod and symbolize the organization’s commitment to safeguarding the beliefs and identities of its employees.
The entire process of involving employees in the design process has led to a workplace where they feel valued and heard, thus contributing to the psychological safety aspect of workplace culture.
Provide an equitable experience at work
An equitable experience means that all employees, regardless of their background, feel valued, respected and included. When employees feel psychologically safe and have an equitable experience, they are more likely to trust their colleagues and feel empowered to share their opinions and ideas.
This type of environment can lead to more open communication and collaboration, which can drive innovation and increase productivity.
Designing common areas, meeting rooms and workstations that are accessible and inclusive for all employees is essential.
This requires designing with the intention of ensuring there is no bias
For example, height-adjustable desks and ergonomic chairs can accommodate employees of different heights and physical abilities.
This design approach is not only inclusive, but can also be beneficial to the health and well-being of employees.
Easy to use spaces
When the financial services company enlisted the help of Space Matrix, the goal was to create an easy-to-use space, especially for people with special needs.
The office interior incorporates multi-sensory elements to communicate information and enhance the overall work experience, including features to improve accessibility such as navigation aids.
The design recognizes that people have unique ways of experiencing space, which ultimately impacts employee productivity and satisfaction.
To align with the principle of inclusion, Space Matrix integrated design elements that provide a comprehensive experience for everyone, including those with disabilities.
The office includes contrasting quiet and busy zones to help people with disabilities navigate the space, as well as various flooring materials, such as carpet, vinyl, concrete and wood, complete with touch strips for easy navigation.
Braille signage and artwork in strategic locations throughout the Northern Trust office serve as navigation aids and decorative accents.
Building resonance with the brand and the organization
When employees feel a strong sense of alignment with the organization’s values, vision, and mission, they are more likely to be motivated, satisfied, and engaged in their work.
Design is a conduit to building stronger and deeper connections with the organization. This means that to establish a connection with employees, workplace designs must go beyond elements such as branding, logo, colors and company messages.
To achieve authentic and meaningful connections with the organization, the role of design must be more than simply putting the mission statement on the wall. Imagine a workplace filled with brand colors and signs of the organization’s values, but the space is planned so that employees feel like their every move is being watched.
Now imagine a workplace where employees can maintain their personal space
This way they have ample options to carry out their work activities, control over their environment and spaces to retreat, but the branding is subtle.
Employees in the second workplace are likely to form a more meaningful bond with organizations, be more committed, and have a greater sense of pride in the organization.
Inspired by good principles
Without compromising on the brand values, the reflective design of LinkedIn’s workspace in Bengaluru, inspired by the principles of being ‘open, honest and constructive’, is also employee-centric.
The different zones within the office represent the different core values of the company in a way that is subtle enough to convey the message, but not overbearing so as to affect the feeling of personal space and freedom that comes with an open office environment. For example, the brand’s emphasis on collaboration came to life in the physical workspace through various design elements, such as walls adorned with 25,000 mounted pencils, ultra-vibrant yellow pixel art, and expansive green spaces that make a powerful impact. The employees were also part of the design and idea and therefore feel a deeper bond and sense of belonging.
Creating a more equitable and productive work environment is not just the right thing to do
It’s also good for business. When employees feel psychologically safe and have an equitable experience, they are more engaged and productive.
By using the principles of design thinking and putting their people first, employers can create a workplace culture that values inclusion, empathy, and diversity.
Creating a safe space for change: enhancing transformational leadership
Change is an inevitable part of organizational growth and success. However, many leaders struggle with the question of how to create the right environment for change to thrive.
Next, we’ll explore the importance of psychological safety and inclusion to drive effective and sustainable change within your organization.
Recognizing the need for change is only the first step
It is essential to identify whether your employees are open and receptive to change or resistant and afraid.
Emotional intelligence plays a key role in understanding your thinking and addressing your concerns. Take time to have one-on-one conversations with people who show resistance or concern.
By uncovering the underlying reasons behind their resistance, you can guide them toward a positive mindset and pave the way for progress.
Organizations are not just systems and processes; They are made up of people who are emotional beings.
Navigating emotions is essential when undertaking change efforts. As a leader, you must develop emotional awareness and effectively communicate your organization’s purpose, fostering connections between employees and the broader vision.
Clear and transparent communication throughout the change process keeps employees focused, productive and engaged.
Leading change requires resilience and emotional strength
Your ability to resonate with your team depends not only on what you say but also on how you interact, the communication channels you use, and your dedication to your organization’s vision and values.
Your journey toward change should begin in a safe and comfortable place, where psychological safety and inclusion thrive.
To design a safe and comfortable space for change, consider these eight steps:
– Promote psychological safety: create an environment where all employees feel respected, accepted and encouraged to express their opinions and concerns. Eliminate unnecessary hierarchies and power dynamics that hinder open communication.
– Reshape Mindset: Encourage a positive change in employee mindset by demonstrating the benefits of change and freeing themselves from the limitations of the past. Share information that empowers people and addresses their concerns and unique paths to adoption.
– Timing and pace: Understand that successful change efforts require both momentum and moderation. Determine the right time for change at both the individual and organizational levels. Identify pockets of excellence within your organization and scale them for broader impact.
– Diversify communication channels: Combine your communication methods to ensure effective and honest communication. Use face-to-face interactions, video messages, emails, and other means to keep employees informed and engaged.
– Accept employee questions: Create opportunities for open dialogue and actively listen to your employees’ questions and concerns. Avoid interrupting or dismissing your thoughts. Allowing them to feel heard builds trust and fosters a culture of psychological safety.
– Harness the power of stories: Share stories that convey shared culture, past experiences, and future aspirations. Stories help employees feel a sense of belonging and bring meaning and value to their actions.
– Leverage symbols: Adopt symbols that have meaning and relevance within your organization. These symbols create a feeling of authenticity and help facilitate communication.
– Reinforce the vision: Constantly communicate and remind employees of your organization’s vision and how their contributions align with it. This provides stability, builds trust, and inspires and motivates people to actively participate in the change process.
Initiating and leading change is a challenging task
But by prioritizing psychological safety and inclusion, you can alleviate employee anxiety and create an environment that embraces change.
Organizations that value diversity and create safe spaces empower their employees to contribute their best work, driving innovation and resilience.
With the right support and a culture of psychological safety, people can emerge from change with a better understanding of themselves and their beliefs, ready to embrace future transformations.
Ways to Create Psychological Safety in the Workplace
A question that many ask is what is the secret behind high-performing teams? It’s psychological safety, according to a Google study called Project Aristotle. And what is this type of security for? Because, in the workplace, a person’s psychological safety is the shared belief that it is safe to take interpersonal risks as a group. These risks include speaking up when there is a problem with team dynamics and sharing creative ideas, among others.
According to the 2022 State of Talent Optimization Report, one in four companies say psychological safety is the top driver of employee retention. If you want to retain great people, ensure psychological safety across the company. Like any major initiative, it must start at the top with executive buy-in.
Are you not sure if your employees feel psychologically safe?
Start by measuring psychological safety in the workplace. If you discover that you need to create a safer environment in the workplace, you will have to take into account a series of elements that we will look at below:
– The importance of psychological safety
Psychological safety was first coined in a 1999 article by Harvard professor Dr. Amy Edmondson. In her later work, Edmondson came to describe psychological safety as the “absence of interpersonal fear.”
– When fear is present in the workplace, it tends to be generalized
Employees who are afraid to share their ideas will not share them. Trust is broken, creativity falters, and “groupthink” sets in. If allowed to fester, fear creates a toxic work environment where one person’s decisions dominate others. And when that happens… people quit.
– Psychological safety is essential to prevent all of the above
It is essential to ensuring a happy and engaged workplace.
The question is how to create psychological security at work
As a leader, you need to hold people accountable for performance metrics, but the job doesn’t end there. You should also keep employees engaged by helping them feel comfortable and fostering a shared belief that the team is safe to take risks.
Here are some tips for creating psychological safety in the workplace:
1º) Show your team that you are committed.
If your employees feel that you don’t pay attention to them when they speak, or that you don’t value their thoughts and opinions, they will shut down.
Therefore, it is important to demonstrate commitment by being present during meetings. This includes making eye contact and turning off your laptop. It’s easy to get distracted by emails, text messages, etc., during a meeting, but these small acts of disengagement can negatively impact your team’s psychological safety.
Engagement also means listening to what others have to say. It is important to practice active listening. Ask questions to make sure you understand the other person’s ideas or opinions.
By actively participating, you create an environment where people feel it is okay to talk; in fact, it is encouraged and accepted.
2º) Advice to optimize talent
Psychological safety in the workplace is especially important if your company has a production culture. If you are looking to innovate or bring new products to market quickly, teams must feel safe to take interpersonal risks without fear of being punished or ridiculed.
3º) Let your team see that you understand.
When your people know that you care enough to understand and consider their point of view, they experience psychological safety.
Show understanding by recapitulating what has been said. You should use language like: “What I heard you say is such and such. Is that right?” This shows that you want to understand their perspective. It also gives your team members a chance to clarify if they misunderstood something they said.
4º) You can also show understanding with body language
Nod your head during discussions to acknowledge what an employee is saying. Lean forward to show commitment.
Be aware of your facial expressions. If you seem tired, bored, or unhappy, your employees will notice.
While you may not mean anything by it, employees can internalize the message you’re sending with your face: I don’t like this idea.
5º) Avoid blaming to generate trust
When something goes wrong, it’s easy to look for someone to blame. But, to build and maintain psychological safety in the workplace, focus on solutions.
Instead of “What happened and why?” Ask “How can we make sure this goes better next time?”
Notice the focus on collaborative language: How can we make sure this goes right next time? Our statements turn accountability into a group effort, rather than singling out an individual for a mistake.
6º) Be aware of yourself and demand the same from your team.
People bring their whole selves to work: their unique personalities, preferences, and work styles. Build self-awareness in your team by sharing how you work best, how you like to communicate, and how you like to be recognized. Encourage your team members to do the same.
7) High-performing companies administer behavioral assessments to help employees develop self-awareness
Assessments can also be used to build psychological safety in the workplace. For example, relationship guide tools can be used in a company’s software to ensure that the other person’s preferences for working and communicating are respected.
8º) Nip negativity in the bud
If you have a team member who speaks negatively about his or her colleagues, talk to him or her about it. Be clear; Let them know that you work together as a team and that negativity will not be tolerated.
When leaders allow negativity to remain, it can become contagious and spread to others. Employees will think that they are supposed to badmouth others or that others are probably talking about them. In any case, it’s a psychological safety killer.
9º) Include your team in decision making.
When making decisions, consult with your team. Ask for their opinions and comments. This will not only help them feel included in the decision-making process, but will also build psychological safety and lead to better outcomes.
Once a decision is made, explain the reasoning behind your decision. It is advisable to ask yourself the following questions:
-How did your comments influence the decision?
– What other considerations were made?
– And keep in mind that even if your employees disagree, they will appreciate the honesty and transparency behind how the decision was made.
10) If you are a senior company manager, being inclusive and transparent is even more essential
According to the 2022 State of Talent Optimization Report, the third most important factor for employee retention is trust in senior management.
When communicating decisions, be sure to highlight the contributions of team members. If a certain idea or comment led to the decision or a successful outcome, recognize and celebrate that employee’s contribution.
11º) Be open to receiving comments
As a leader, it is your responsibility to make the final call on a series of decisions. Your team needs to know that you are confident in this responsibility, but also that you have a flexible approach and are open to their feedback.
When employees feel psychologically safe, they feel empowered to give feedback—up, down, and all around.
And this means they feel comfortable enough to knock on the CEO’s door when there is critical information to share.
12º) Invite your team to challenge their perspective and step back
While this may be uncomfortable at first, healthy conflict leads to better decisions and greater responsibility, making it a win for everyone.
You could also lead by example by taking interpersonal risks and sharing failures. Try getting up at your next company-wide meeting and presenting a failure and what you learned.
13º) Defend your team
Finally, it is important to support and represent your team. Let them know that you are on their side by supporting their personal and professional development.
Be sure to share the team’s work with senior management to increase visibility of what your team is doing, and give credit to your peers when necessary.