By Amy C. Edmondson and Mark Mortensen
When it comes to psychological safety, managers had traditionally focused on enabling candor and dissent with respect to work content. As the boundary between work and life becomes increasingly blurry, managers must make staffing, scheduling, and coordination decisions that take into account employees’ personal circumstances The authors suggest five steps to create a culture of psychological safety that extends beyond the work content to include broader aspects of employees’ experiences.
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