Lana Hindmarch 🌻’s Post

🔍 Research Spotlight: Ensuring Psychological Safety for New Hires I recently came across an insightful article from Harvard Business Review discussing how quickly psychological safety can erode for new hires. It's a compelling read that highlights the critical importance of fostering a supportive environment from day one. 🛡️ Key Takeaways: First Impressions Matter: Initial experiences shape new hires' perceptions and can significantly impact their sense of safety and belonging. Ongoing Support: Continuous support and open communication are essential to maintain psychological safety beyond the onboarding phase. Leadership Role: Managers and leaders play a pivotal role in creating and sustaining a culture where new hires feel safe to express themselves and take risks. 💡 Why This Matters: Creating a psychologically safe workplace is not just about the first week or month. It's about building a culture where every team member, new or seasoned, feels valued and secure. This is crucial for fostering innovation, collaboration, and overall job satisfaction. 👉 Read the full article here: Research: New Hires' Psychological Safety Erodes Quickly (https://lnkd.in/g-p-T9tk) 💬 How does your organization ensure psychological safety for new hires? Share your strategies and experiences! #WorkplaceCulture #Leadership #PsychologicalSafety #HR #EmployeeExperience

While most new employees are eager to learn, do a great job and make a difference, this can diminish quickly if we do not intentionally support them in their onboarding. Here is a great practical resource on how we, as leaders, can protect our new employees' psychological safety: framing the work as complex or uncertain clarifies the expectation that things might go wrong, asking questions and listening actively, and responding appreciatively when presented with ideas and /or mistakes. #psychologicalsafety #employeeengagement #insyncinsights

Very important article about a managers role in creating psychological safety and engagement. It shows large variation between managers in a single organization.

Psychological safety is crucial for building a diverse and sustainable talent pipeline. Without it, meaningful engagement, inclusion, and belonging are nearly impossible. New research from the Harvard Business School shows that new hires often experience a decline in psychological safety within their first few months, which can take years to recover. This decline can hinder an organization's success, especially during the age of demographic crunches and looming leadership gaps. "Psychological safety is important for new hires because it allows them to manage the discomfort of admitting fallibility, confront a steep learning curve on new tasks, and embrace new perspectives". Organizations can demonstrate that psychological safety is embedded into their workplace culture and leadership competency by: 1️⃣ Investing in skills development and training (particularly interpersonal and communication skills) 2️⃣ Framing work in a way that is open, collaborative, and in which mistakes can happen/be learned from 3️⃣ Responding to employees and team members with curiosity, grace, support, and appreciation Check out the full article and share your thoughts below! #PsychologicalSafety #RewardingWorkplace #HR #CampusRecruitment #TalentManagement #CareerEducation #HRTrends

More and more organizations recruit new talent to serve as a catalyst to raise the bar on talent and address the needs for the future. External talent strategy can typically provide benefits in 3 areas: (1) Elevate the culture (2) Address skill gaps. (2) Bring outside-in thinking. However, organizations are struggling to maximize the value their external talent can bring to the organization. 🔴 WHY? Eroding psychological safety! 🔴 Based on a study looking at 10K employees in large organizations, psychological safety erodes soon after joining and typically takes several years to recover. Ultimately, this hinders organizations from unlocking the value from investing in new hires. Let’s take steps to turn this statistic around and strategically leverage new hires to accelerate workforce transformation and build high performing teams for the FUTURE. HR, Leaders and New Hires - we can all take practical steps to help our new hires be the best version of themselves at work every day. Amy Edmondson #FutureofWork #CulturalTransformation #HighPerformingTeams #UpskillTeams #ReskillTeams #GenAI #EQ #EmotionalIntelligence #Innovation #DigitalTransformation

What comes to your mind when you hear "Training and development"? Expensive? Valuable? Not necessary? While some might view it as costly or not a top priority, shift your thinking a little bit and consider that you’re giving your team the tools they need to succeed in their roles. Recently, one of our clients faced a challenge in their department: unhealthy workplace behaviors were unfolding, and their managers didn't quite know how to tackle them. Here's what we did to help: We provided tailored training sessions for the managers, focusing on tools to enhance team psychological safety and effectively address poor behavior. After the training, there was a noticeable shift. Employees began to actively work together to create a more inclusive culture, where everyone felt psychologically safe. This led to increased trust among team members, improved conflict resolution skills, and a culture where meaningful feedback was both given and received. In this instance, the investment in training paid off. Without intervention, the negative behavior would have led to wasted time and potential HR issues. However, with the right training, the team became more efficient and productive. It’s important to note that good training may not be free or cheap, but increased employee satisfaction, improved productivity, and better business outcomes are just a few of the many rewards. What potential opportunities are you missing out on by not investing in the training and development of your team? #CivilityPartners #LearningAndDevelopment #ROI

I recently came across a thought-provoking article in Harvard Business Review titled "Research: New Hires’ Psychological Safety Erodes Quickly." Amy Edmondson The findings really struck a chord with me, especially as we continue to focus on creating more inclusive and supportive workplaces. One key takeaway that captured my attention is how quickly psychological safety can decline for new hires—often within the first few months. This is a crucial period when employees are still trying to find their footing and build trust within their teams. If this safety erodes, it can impact their engagement, productivity, and overall job satisfaction. It made me reflect on the importance of actively nurturing an environment where new employees feel secure to express their ideas, ask questions, and make mistakes without fear. As leaders, we need to be intentional in fostering this sense of safety from day one and beyond. This research is a powerful reminder that onboarding isn't just about training; it's about creating a foundation of trust that supports long-term success. Let's ensure we're providing our new hires with the support they need to thrive. #PsychologicalSafety #TalentAcquisition #Onboarding #Leadership #EmployeeEngagement #HR https://lnkd.in/ecqpf5Kz

All humans need psychological and physical safety, belonging, and dignity to thrive (Read Prentis Hemphill's work!). Our leaders (and we ourselves) need to cultivate all three to make all work environments (and higher education specifically) a place of possibility, liberation, and social justice. Helpful research below shows how psychological safety breaks down quickly. This is how we stifle our actualization.

📢 Attention Employers! 📢 Are you wondering why some of your employees are leaving shortly after training? 🤔 Here's the scoop! 👇 #EmployeeRetention #TrainingMatters #InvestInYourPeople 🌟 It's no secret that training plays a crucial role in shaping a successful workforce. However, it's equally important to understand why some individuals may choose to move on after receiving training from your organization. 🚀 💼 One key factor is the lack of growth opportunities. Employees crave continuous development and the chance to apply their newly acquired skills. If they feel stagnant or unsupported in their professional growth, they may seek greener pastures elsewhere. 🌱 💔 Another reason could be a mismatch between expectations and reality. When employees enter training with high hopes for their future roles, it's crucial to ensure that the training aligns with the actual job responsibilities. Otherwise, disillusionment may set in, leading to attrition. 😢 🙌 Lastly, fostering a positive company culture is paramount. Employees are more likely to stay committed if they feel valued, appreciated, and connected with their colleagues. Building a supportive and inclusive environment can significantly impact employee retention rates. 🤝 #EmployeeEngagement #CompanyCulture #RetentionStrategies 🌟 So, dear employers, it's time to reflect on these aspects and take proactive steps to retain your talented workforce. Remember, investing in your people not only enhances productivity but also boosts your company's reputation and success in the long run. 🌟 #InvestInYourPeople #EmployeeRetention #PositiveWorkCulture

Explore the latest insights in professional development from Harvard Business Review. "3 Ways to Boost Retention Through Professional Development" unveils strategies to nurture your team's growth and enhance job satisfaction.     https://lnkd.in/ec9RMECD   #CoachingEdge #ProfessionalDevelopment #TeamEmpowerment #LeadershipJourney #HarvardBusinessReview