The one factor that has a deep impact on employee wellbeing

In our previous blog “Psychological Safety at the workplace” we have mentioned the benefits of a psychologically safe workplace on innovation, productivity and morale and the impact that employees can have on the issue; both consciously and unconsciously.  

In application, while studying different components, we found that one factor has a deep impact on creating a sustainable culture of employee wellbeing, and that factor is open and honest communication.

This means creating an environment where employees feel comfortable sharing their thoughts and concerns, and where managers and leaders are willing to listen and respond, without a fear of negative consequences.

Here are 9 pragmatic points on how can a leader practically create a culture of open and honest communication:

1. Actively listen and value input: Show team members that their ideas and opinions are valued by actively listening to them and providing constructive feedback.
2. Create opportunities for collaboration: Encourage team members to work together and collaborate on projects to build trust and understanding.
3. Provide regular feedback: Regularly provide feedback to team members on their work and progress to help them feel heard and acknowledged.
4. Recognize and reward team members: Show appreciation for the efforts and contributions of team members by recognizing and rewarding them.
5. Lead by example: As a leader, model the behavior you expect to see from your team by being an active listener, providing regular feedback and showing appreciation for their efforts.
6. Communicate clearly and transparently: Ensure that all team members are aware of the organization’s goals, objectives and expectations, to avoid confusion and misunderstandings.
7. Encourage diversity of thought: Encourage a diverse range of ideas and perspectives to help drive innovation and better decision-making.
8. Address conflicts immediately: Address conflicts or issues as soon as they arise to prevent them from escalating and creating a negative impact on the team’s psychological safety.
9. Make psychological safety a priority: Make psychological safety a priority within the organization and encourage everyone to contribute to creating an environment of trust and respect.