As a new manager, the journey can be both thrilling and daunting. It’s a role that comes with its unique set of responsibilities, including setting clear expectations, effective communication, motivation, conflict management, and, crucially, creating a psychologically safe workplace. In the post-pandemic era, the importance of a healthy company culture has never been more apparent. So, how can you, as a manager, foster a supportive work environment for your team? Let’s explore some practical strategies.
Making Your Workplace Psychologically Safe
Chances are, at some point in your career, you’ve encountered a manager who made you consider leaving your job. Shockingly, nowadays, toxic work cultures are a leading cause of employee turnover, overshadowing issues like compensation and work-life balance. Surprisingly, this toxicity often stems from a lack of meaningful communication between managers and team members.
Research underscores the vital role managers play in employee motivation and satisfaction. Balancing the needs of team members while achieving results distinguishes effective leaders from the rest. In today’s evolving professional landscape, leadership is embracing care, empathy, and inclusivity, replacing the traditional image of an emotionless leader. When team members feel seen, heard, appreciated, and supported, they tend to deliver better results.
“Company cultures don’t start out toxic. They get that way when managers stop having the conversations that make people feel seen, heard, appreciated, and invested in. “
John Baird and Edward Sullivan,
“How to Protect Your Team From a Toxic Work Culture”
At the core of this transformation lies psychological safety – the ability to speak up without fear of retribution, humiliation, or punishment. It is essential for building strong relationships, making informed decisions, fostering innovation, and executing tasks efficiently.
Strategies to Foster Psychological Safety
Creating a healthy workplace culture requires intention, time, and patience. Here are some key steps, whether you’re a new or seasoned manager, to set the tone for a more inclusive and equitable workplace:
a) Don’t Fixate on Perfection
“No situation is bad enough for a manager to treat their team member with disrespect.”
Sonika Bakshi,
“The Best Lesson a Manager Ever Taught Me”
It’s natural for managers to aim for high standards, but an obsession with perfection can hinder team growth. Research indicates that perfectionist leaders may react harshly to mistakes, distrust employees, and micromanage excessively.
To build trust:
- Allow your team to make mistakes and learn from them.
- Shift focus from blaming individuals to identifying process breakdowns when problems occur.
b) Recognize and Celebrate People
“The solutions to your team’s problems are more likely to be found by examining what’s wrong with your systems than by blaming individuals.”
Michael Timms
“Blame Culture Is Toxic. Here’s How to Stop It.”
Acknowledging each employee’s needs fosters engagement and productivity.
Make individuals feel valued and respected:
- Embrace diversity in communication styles.
- Avoid stereotypes and biases.
- Promote cultural competence by recognizing and honouring diverse ways of thinking.
c) Advocate for Diversity, Equity, and Inclusion
“Often, it’s easy to “call out” people when we notice their microaggressions or biases. Bust it’s equally challenging to recognize and acknowledge these behaviours in ourselves.”
Carmen Acton
“Are You Aware of Your Biases?.”
Ensure your team comprises individuals from diverse backgrounds and create a sense of belonging:
- Support neurosignature diversity by honouring different thinking styles.
- Challenge biases and beliefs.
- Lead with cultural competence, respecting and leveraging differences.
Communicate with Care and Empathy
“Vulnerability isn’t just about sharing your struggles, it’s also about standing up for your values and beliefs, publicly and privately.”
Janice Omadeke
“The Best Leaders Aren’t Afraid to Be Vulnerable.”
To build a culture where everyone feels respected, lead with compassion and humanity:
- Embrace vulnerability by setting an example.
- Show empathy in one-on-one conversations, using inclusive language and offering support when needed.
Whether you’re starting your managerial journey or taking charge of a new team, remember that creating a safe, respected, and inclusive environment is as essential as delivering results. As workplaces adapt to new ways of working, you have the power to lead change and advocate for more equitable and inclusive leadership.
Tony Olaka is the Chief Consulting Partner at Teams That Win Consultants Limited
