A recent study published in Harvard Business Review revealed an alarming, though perhaps not surprising, reality for new hires. In a survey of over 10,000 employees at a large organization, new hires initially experienced higher levels of psychological safety than their more tenured colleagues. However, this sense of safety quickly diminished, and it could take up to 20 years for them to regain it to the levels they had when they first joined.
Consider the impact of low psychological safety on an employee's ability to ask questions—an essential part of learning a new business and role. This issue extends beyond new hires, profoundly affecting an organization's culture, productivity, and effectiveness.
Strategies to Help
Here are ten things a manager can do to ensure psychological safety in new hires:
Set Clear Expectations: Clearly communicate the role, expectations, and goals to the new hire so they understand what is expected of them and feel confident in their ability to meet these expectations.
Encourage Questions: Actively invite questions and reinforce that no question is too small or unimportant. This reassures new hires that seeking clarification is a valuable part of the learning process.
Model Vulnerability: Share your experiences of making mistakes or not knowing something, showing that it's okay to be imperfect. This helps new hires feel comfortable admitting when they need help.
Provide Regular Feedback: Offer constructive, positive feedback regularly to help new hires understand their progress and areas for improvement. This reduces anxiety about performance and fosters growth.
Create a Buddy Program: Pair new hires with experienced team members who can provide guidance, support, and a safe space to ask questions or express concerns.
Promote Open Communication: Establish a culture of open dialogue where team members, including new hires, feel safe to share their ideas, feedback, and concerns without fear of negative consequences.
Acknowledge and Appreciate Contributions: Regularly recognize and appreciate the efforts and contributions of new hires, no matter how small, to boost their confidence and reinforce their value to the team.
Encourage Team Integration: Facilitate opportunities for new hires to interact with their peers through team lunches, informal meetings, or collaborative projects, helping them feel like a valued part of the team.
Be Available and Approachable: Ensure that new hires know they can come to you with any issues or questions. Maintain an open-door policy to demonstrate your willingness to listen and support them.
Celebrate Mistakes as Learning Opportunities: When mistakes occur, use them as teaching moments rather than reasons for reprimand. Encourage a mindset that mistakes are a natural part of learning and growth.
👉🏽Do you want more real-life leadership tips? Sign up for the Monday Morning Mentoring YouTube channel and the ILS monthly newsletter. Also, follow me on LinkedIn.