A major shift is happening in how businesses are organized and operate. Working remote is becoming the new norm. The office as the center of a company’s universe is over. Office centrality is over.

Coworking spaces like Wework, Spaces and BounceSpace will need to adapt to a more individualistic centered office space. But the new normal also offers positive change.

  • Less unnecessary traffic jams
  • More time with friends and family
  • Thriving industries
  • Necessary innovation to improve our way of life
  • A paradigm shift in how we treat our planet

But there are also things that will never change.

– The need for recognition
– The craving to feel useful as a human being
– The importance of social interaction
– Feeling safe and valued

In The Culture Code by Daniel Coyle he talks about five factors that drive team performance:

  1. Everyone in the group talks and listens in roughly equal measure, keeping contributions short.
  2. Members maintain high levels of eye contact, and their conversations and gestures are energetic.
  3. Members communicate directly with one another, not just with the team leader.
  4. Members carry on back-channel or side conversations within the team
  5. Members periodically break, go exploring outside the team, and share information with others.

It’s important to note that individuals are not really individuals. They’re more like musicians in a band, forming a web of unconscious actions and reactions to complement the others in the group. We do not look at the informational content of the messages: we look at patterns that show how the message is sent. Those patterns contain many signals that tell us about the relationship and what’s really going on beneath the surface.

Group performance depends on behavior that communicates one powerful overarching idea. We are safe and connected.

Creating psychological safety means an environment where employees feel secure enough to be able to share their thoughts and ideas freely without worrying that they’re potentially opening themselves up to negative reactions.

People make themselves vulnerable to criticism which is vital for a thriving business.

“I’m giving you these comments because I have very high expectations and I know that you can reach them.”
― Daniel Coyle

From a company culture perspective, there is going to be less time of real life interaction. Which is why attention to the employee journey is even more important.

Innovation and creativity is so important for many organizations, yet when people feel they can’t share thoughts and ideas freely, it’s impaired significantly. Employees who feel emotionally safe, particularly around leaders, are more likely to innovate and speak up with suggestions for organizational improvements. Emotional safety goes hand in hand with a growth mindset, where cohesiveness and collaboration is valued and employees feel supported and cared about. What really matters is everyone working together to try to get the results they need.

According to a four-year study by Google, psychological safety is the number one predictor of team success.

It all has to do with increasing trust which we find is so important that we made it one of our four core values at Story of AMS. Genuine trust develops as people form authentic and supportive relationships with one other. It involves letting people be themselves and not be afraid of being a bit vulnerable with each other – and that includes at the leadership level. By taking time with one another, and finding ways to express appreciation and support, levels of trust can increase.

Make it OK to make a mistake and show people their effort matters.

Everyone wants to feel needed. Knowing your contribution matters gives confidence and reassurance to people. And choose to actively embrace mistakes within your culture. It’s how people learn.

Give people a platform to voice their opinions

People need to feel it’s ok to speak up, and they also need to know they’re being listened to. Take a look at what ways your company enables employees to make their voices heard at the moment and consider whether there are opportunities to do more.

Promote diversity

People are different and that should be great. Let people bring their authentic selves to form stronger groups. If you feel excluded for any reason you are far less likely to feel emotionally safe.

Practice positive feedback

Small and often insignificant things can influence (or ‘nudge’) behavior. If you use the carrot well, it can be an effective technique for praising people and reinforcing specific positive behaviors. A manager might assume that if you hear nothing from me it means you’re doing a good job. Especially to new employees, silence can be very stressful. People need to be told they are doing well.

Employees must hear that their efforts, as well as results, are appreciated on an ongoing basis. That way, they’ll know what they’re doing is seen, valued and endorsed by the people around them, whether that’s their manager, their peers or subordinates. It makes people feel emotionally safer by giving them the reassurance that, even if the outcomes aren’t what they’d immediately hoped for, they’re doing a good job. As a result, they’ll feel encouraged to keep on trying and contributing.

Thanks for reading! I would really appreciate if you leave a comment if this has brought you some value 🙂