When you log into your work, does a sense of dread wash over you? Is your voice, filled with ideas and concerns?

You're not alone.

The current state of workplace culture leaves many employees feeling unsupported, unheard, and unsafe.

It's a silent signal - our workplace culture needs a revolution.

Change is a heartbeat in today's fast-paced business world. But often, companies chase growth or shrink down, forgetting about the people powering these changes. As professionals, you might feel more like pawns in a larger game than valued contributors.

The result? A workplace culture that prioritizes strategy over safety, and leaves employees feeling unseen, unheard, and insecure.

The Importance of Safety

But what if there's a better way?

Enter Alla Weinberg, a consultant who specializes in organizational cultures and team dynamics. She suggests that safety—physical, emotional, and psychological—is the cornerstone of a healthy and productive work environment. "Safety is the foundation of all collaboration," Weinberg says. "Without safety, our brains are too busy protecting us from threats to focus on complex tasks, creative thinking, or innovation."

Safety is the soil in which collaboration grows.

It's about recognizing that people, with their diverse experiences and perspectives, are at the heart of any organizational change. When we feel safe, we're more likely to share innovative ideas, take calculated risks, and contribute to the organization's growth.

Safety and Remote Work

In a remote work setup, safety is about more than locking your doors or the security of your system.

Physical safety might mean the absence of microaggresions and disrespect. . Emotional safety might be about feeling able to express frustration over a difficult task. And psychological safety might be about daring to share a new idea during a virtual brainstorming session.

Physical, Emotional, and Psychological Safety

Weinberg breaks down safety into three key aspects: physical, emotional, and psychological.

Physical Safety

Physical safety is about ensuring a comfortable and secure physical environment.

"Start your virtual meetings with a body scan," Weinberg suggests. "This not only helps participants feel physically comfortable but also sets a tone of care and attention."

Emotional Safety

Emotional safety refers to feeling safe to express any emotion without fear of being judged or rejected.

"Emotions are data," Weinberg notes. "They give us important information about our needs and boundaries." By acknowledging and validating our emotions and those of our colleagues, we foster a culture where people are seen and heard.

Psychological Safety

Psychological safety is about feeling safe to take risks, make mistakes, and ask questions without fear of punishment or embarrassment.

As Weinberg puts it, "Psychological safety is the belief that you won't be punished for making a mistake. It's about creating an environment where people feel like they can be their full, authentic selves."

Everyone's Role in Creating Safety

Creating a culture of safety isn't a job for the HR department—it's everyone's gig.

Whether you're an employee, a manager, or a director, you can contribute to a safer work environment. How? By embodying the behavior you want to see, providing space for individuals to express their feelings and concerns freely, and encouraging open communication.

The Employee's Role

As an employee, your voice matters. Speaking up about your needs, listening to your colleagues with empathy, and respecting others' boundaries can make a world of difference.

• Example: If you're feeling overwhelmed with work, speak up about it to your manager. Don't wait for the burnout to hit before addressing it.

• Example: When a colleague shares a difficulty they're facing, listen without interrupting or trying to fix the problem right away. Sometimes, being heard is half the battle.

The Manager's Role

As a manager, you can create safety by encouraging open communication, acknowledging emotions, and appreciating efforts.

• Example: Create a regular check-in routine with your team members. Talk about work, sure, but also about how they're doing emotionally.

• Example: If a team member makes a mistake, instead of reprimanding them, appreciate their effort and turn it into a learning opportunity.

The Director's Role

As a director, you're steering the ship. You have the power to drive the culture of safety at a larger scale. This might involve implementing organization-wide policies or providing resources for employees and managers to create safety in their respective roles.

• Example: Implement a policy that encourages employees to take regular breaks. It's about preventing burnout before it begins.

• Example: Provide training for managers on how to create a safe and inclusive environment for their teams.

Weinberg emphasizes that change starts close in—with your team and your peers. You have the power to influence the culture within your immediate sphere. By promoting safety within your team, you can create ripples that transform the entire organization.

Courage Over Comfort

It takes guts to build a culture of safety.

I bet you've felt it - that moment when you chose to take the high road, even when it was steep. It's about choosing what's right over what's easy, and choosing to grow and innovate rather than remain stagnant. It can be uncomfortable and unfamiliar, but the benefits—increased collaboration, innovation, and job satisfaction—far outweigh the initial discomfort.

Courage to Speak Up

Speaking up about your needs and emotions in the workplace requires courage, especially in a remote setting. But it's the first step towards creating safety.

• Actionable Step 1: Start by expressing small needs during casual team discussions.

• Actionable Step 2: Share non-work related thoughts in these discussions.

• Actionable Step 3: Gradually, build your confidence to speak up about bigger issues.

Courage to Listen

Listening to others, especially when they express unpleasant emotions or feedback, requires courage. But it's crucial for understanding and addressing their needs.

• Actionable Step 1: Practice active listening. This means not just hearing the words, but understanding the emotions behind them.

• Actionable Step 2: Encourage feedback and be open to it. Regularly ask your colleagues for feedback and receive it with gratitude, not defense.

Courage to Change

Implementing changes, whether it's a new policy or a shift in your personal behavior, requires courage. But remember, change is the only way to improve.

• Actionable Step 1: Start with small changes. If you're a manager, it could be something as simple as starting a meeting with a check-in round.

• Actionable Step 2: Communicate changes effectively. Whether you're implementing a new policy or changing your behavior, let others know the context around the change and the choices they have within the change. This can help them understand your actions and adapt accordingly.

Conclusion

Imagine a workplace where everyone feels valued, heard, and safe —a place where change is navigated not with fear, but with empathy and resilience. That's the power of cultivating a safer environment in the workplace.

Where physical distance doesn't lead to emotional distance. Where everyone, from the intern to the CEO, contributes to a culture of safety. This might seem like a distant dream, but with courage and collective effort, it's an achievable reality.

What's one step you can take today to make your workplace a little safer?

About Alla Weinberg

Alla Weinberg is dedicated to helping teams and organizations create a culture of safety. Through her masterclass, "A Culture of Safety", she provides practical steps and strategies to foster physical, emotional, and psychological safety.

To learn more about her work and how you can promote a culture of safety in your workplace, visit her website or connect with her on LinkedIn.