Do your team members feel safe about sharing issues, complaints, objective feedback, or even their own mistakes? If they don't, it's crippling you every day...I'll share two quick ideas to help but first, this...
I listened to an interview with a respected expert recently about the impressive safety record in his particular industry. He was asked what had led most to this track record. I expected to hear of sophisticated protocols, systems or software. No. The number one thing that had contributed most to product and systems safety, had been psychological safety: The willingness of people to highlight problems or mistakes without fear of punishment or retribution. The Number One factor!
Here's a kicker though...
Many of us don't realise our team members don't feel safe about sharing such things and here's my take on why...
It's probably not because we have intentionally made it hard for them,
it's because we have not intentionally made it easy!!
Without psychological safety, ideas die, we normalise frustration, and blunt our progress.
Here are a couple of actions we can start, today.
"Love and Loathe"
I like things simple so...this takes 4 steps..
Step 1) Get the crew together, give them a sheet of paper and divide it into two columns. In the left hand column have them list the things they enjoy ("love") about working with you and their team. In the right hand column list all the frustrations they have ("loathe"). Big or small, all ideas need to get listed no matter what they are. You can do it anonymously if you wish. Either way make it very clear that no one is to be punished or thought of negatively during the process.
Step 2) Gather the feedback, get a team together and go through it all. Make a master list of things you intend to address and make it big and visible to all.
Step 3) Act. Address the issues and mark them off on the wall.
When people see that you're serious about taking action it helps to begin laying that foundation of trust and safety in each other and, crucially, in the leadership.
Step 4) Keep doing it. Even if you finish your first list there are always more things to address. And likely when people see you're willing to embrace difficult situations and fix them, the more they'll share.
One-to-one informal check-ins
Have an informal one-to-one check-in with your team members. Give yourself an hour per week to have a chat with one of your players. Make a formal schedule so everyone knows when their turn is.
It's best done away from the office - environment matters - and it's not any kind of performance review. The key topic to address is, is that person ok? I.e. are they progressing in the way they want, are they finding it difficult, challenging, rewarding, are they on the right path, and are there any problems they're facing now. I would have a little structure in the questions, but only to make sure key topics aren't missed.
If there is a specific issue that needs to be resolved, then map out how it might get addressed with their consent.
Lastly...
This type of safety is crucial in companies, teams, project groups, and yes, families. It's a reinforcing mechanism that builds continual strength and improvement. Get serious about it, today!
Download my 5 minute guide to this Daily "Super Ritual" and save yourself hours each week.
