Ask both employees and team leaders about how they created psychological safety on their teams.
2. The leadership created psychological safety on their teams.
3. How did they create a bi-directional dialogue?
Employees who are engaged with the company mission and have a sense of purpose related to their work are 5x more likely to make progress on goals.
Employees are satisfied with their direct manager, and they are 6x more likely to make progress on team goals.
When employees knew their work mattered to the company, they were nearly 7x more likely to produce work they were proud of.