Build psychological safety in your company
“Since adopting nilo, our team’s wellbeing has increased by 25 points (Peakon Score), while absences have dropped consistently.”
Emily Gawlik
Head of People & Culture, Forto
“It is great to see that so many colleagues at TIER actively engage with nilo’s services. We are convinced that we have absolutely made the right decision.”
Teresa Dinges
Learning and Development Manager, TIER Mobility
Why you should make psychological safety a priority
- Your employees will be healthier: Better employee wellbeing and more resilient teams reduce your risk of burnout
- Your team will be more engaged: Engaged employees are happier, more loyal and more productive
- Your will see better results: Psychological safety fosters creativity and innovation
- Your team will be working better: Psychological safe teams have stronger collaboration, communication, and an increased ability to solve problems
- Your will find and retain more talent: Increased job satisfaction leads to lower employee turnover
How to promote psychological safety in the workplace
Lead
by example
Set a positive example by encouraging feedback, acknowledging your own mistakes, and welcoming questions and different opinions.
Encourage respectful
communication
Establish and implement basic rules around communication, such as not interrupting when someone else is speaking.
Embrace
failure
Encourage mistakes and failure as a way to learn, grow, and innovate.
How to create psychological safety with nilo
1-on-1 support from 300+ licensed psychologists:
nilo's 1:1 sessions are individual video counseling sessions, ideal for tackling individual topics.
Guidance through group sessions:
Our various group formats provide guidance and insights from psychologists, coaches and trainers.
Preventative support with clinically-developed tools:
These will help your employees relax, focus, and engage in positive ways.
Foster healthy habits with daily meditations:
Encouraging mindfulness and boosting long-term well-being improves team atmosphere.
