Manager Inclusion in Interpersonal Settings as a Psychological-Safety Practice
Google's psychological-safety actions advise managers to be inclusive in interpersonal settings by sharing work-style preferences, being available and approachable, clearly communicating the purpose of ad hoc meetings, expressing gratitude for team contributions, stepping in when team members talk negatively about another team member, and building rapport.
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References
Google re:Work: Manager Actions for Psychological Safety
Google re:Work: Manager Actions for Psychological Safety
Google re:Work: Manager Actions for Psychological Safety
Google re:Work: Manager Actions for Psychological Safety
Google re:Work: Manager Actions for Psychological Safety
Google re:Work: Manager Actions for Psychological Safety
Google re:Work: Manager Actions for Psychological Safety
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Psychology
Social Science
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Organizational Culture for Managers
Learn After
Availability and Rapport as Psychological-Safety Practices
Intervening Against Negative Talk About Teammates
Sharing Personal Work Style and Inviting Teammates to Reciprocate
Being Available and Approachable to Teammates as a Manager
Communicating the Purpose of Ad-Hoc Meetings Clearly
Expressing Gratitude for Team Contributions
Building Rapport Through Conversation About Life Outside Work