Post by account_disabled on Dec 20, 2023 0:30:58 GMT -6
Don’t punish failure — instead, encourage team members to take risks and innovate. Celebrate the hard work of employees even when they fall short of reaching a goal. Ensure everyone understands that failure isn’t a dead end, but an opportunity to learn. Examples of psychological safety in the workplace Companies large and small should be mindful of the psychological impact their workplaces have on employees. To date, more businesses are proactively improving their work environment for the betterment of employees. Here are several examples: Google’s g g: Googler-to-Googler is a program where employees connect to teach one another new skills and share knowledge — an excellent way to open the door to ask questions without feeling intimidated, since it’s a learning environment.
Patagonia’s open-door policy: At Patagonia, no Email Marketing List door’s off limits to workers. Any employee can speak to anyone in the company about any issue they have. So if a new employee has a problem, they can go straight to the CEO to work it out. It also allows workers to go to whomever they feel most comfortable with. Etsy’s blameless post-mortem policy: At Etsy, workers are encouraged to come forward to discuss the reasons behind their failures and accidents. the actions they took, expectations they had, effects observed, assumptions made, and the timeline of events. The goal is to understand what happened, why, and how to prevent it from happening again in the future, without fear of punishment.
Zappos’ “no managers” policy: There’s no “head” of the teams at Zappos — instead, everyone works together to make decisions. This is excellent for encouraging team collaboration and communication and removes the intimidation factor often associated with leadership roles. HubSpot’s culture code: At HubSpot, there is a culture code that outlines how workers should treat each other and work together. Having this foundation sets the tone for building a healthy and happy workplace. The company emphasizes having HEART — being humble, empathetic, adaptable, remarkable, and transparent.
Patagonia’s open-door policy: At Patagonia, no Email Marketing List door’s off limits to workers. Any employee can speak to anyone in the company about any issue they have. So if a new employee has a problem, they can go straight to the CEO to work it out. It also allows workers to go to whomever they feel most comfortable with. Etsy’s blameless post-mortem policy: At Etsy, workers are encouraged to come forward to discuss the reasons behind their failures and accidents. the actions they took, expectations they had, effects observed, assumptions made, and the timeline of events. The goal is to understand what happened, why, and how to prevent it from happening again in the future, without fear of punishment.
Zappos’ “no managers” policy: There’s no “head” of the teams at Zappos — instead, everyone works together to make decisions. This is excellent for encouraging team collaboration and communication and removes the intimidation factor often associated with leadership roles. HubSpot’s culture code: At HubSpot, there is a culture code that outlines how workers should treat each other and work together. Having this foundation sets the tone for building a healthy and happy workplace. The company emphasizes having HEART — being humble, empathetic, adaptable, remarkable, and transparent.