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Introduction:
In a rapidly evolving work environment, companies face unprecedented challenges in balancing employee satisfaction, productivity, and organizational growth. We sat down with Ekta Capoor, Co-founder of Amazing Workplaces, a platform committed to helping organizations build strong employer brands through evaluation, enrichment, and endorsement of best practices.
Ekta, a thought leader in people management, shares her views on the trending topic of psychological safety in hybrid workplaces, a challenge and opportunity for organizations today.
Q1: Psychological safety is becoming a buzzword in workplaces. Why is it especially crucial in today’s hybrid work models?
Psychological safety is more than a buzzword; it’s a necessity. Hybrid work models blur traditional boundaries of collaboration, making employees susceptible to feelings of isolation and insecurity about expressing their ideas.
In my experience, when employees feel safe to take risks, share feedback, or admit mistakes without fear of repercussions, they perform better and feel more connected to the organization. This connection is critical in hybrid settings where informal interactions are limited.
At Amazing Workplaces, we see organizations increasingly focusing on creating open communication channels, where leadership prioritizes empathy and inclusivity. It’s not just good for employees; it’s good for business.
Q2: What steps can leaders take to ensure psychological safety in a hybrid setup?
Ekta Capoor:
Leaders play a pivotal role in fostering psychological safety, especially in hybrid setups where employees often feel the divide between on-site and remote working. Here’s how they can bridge the gap:
- Encourage open feedback:
Leaders must actively seek feedback from employees and provide platforms that make it easy to share concerns or suggestions. Tools like anonymous surveys, feedback apps, or one-on-one virtual check-ins can help employees express themselves freely. At Amazing Workplaces, we’ve observed that organizations embracing such practices often notice a remarkable improvement in employee morale and trust. - Show vulnerability:
Leaders who openly admit their own challenges or mistakes set a powerful example. It humanizes them and creates a safe space for others to do the same. For instance, during a leadership workshop, I shared how a simple acknowledgment of “I don’t have all the answers right now” helped a leader gain her team’s trust during a tough project phase. - Recognize contributions equally:
Employees working remotely may feel overlooked compared to those in-office. Celebrating milestones and contributions equally, regardless of work location, ensures no one feels left out. Virtual shoutouts, personalized emails, and team meetings where efforts are acknowledged are small but effective ways to foster belonging.
As my co-founder, Shreyasi Raghav, often says, “Psychological safety is not a one-time initiative; it’s a consistent effort that must be woven into the organization’s culture.”
Q3: How does Amazing Workplaces address issues like psychological safety in its offerings?
At Amazing Workplaces, psychological safety is not treated as a standalone issue—it’s interwoven across our offerings. Through our 9-pillar framework, we address it within pillars like Leadership, Employee Engagement, and DEI (Diversity, Equity, Inclusion), where trust, respect, and open communication are paramount.
One of our key tools is the Employee Satisfaction Survey, which doesn’t just measure satisfaction but dives deeper to understand if employees feel psychologically safe—whether they feel their opinions are valued, whether they can voice concerns, and if they trust their leaders. This feedback is anonymized and confidential, ensuring employees can speak freely.
We also consult organizations to improve their internal processes. For instance, one client realized through our framework that remote employees were not included in decision-making discussions, leading to disengagement. With our guidance, they introduced inclusive policies like rotating leadership calls to different time zones and mandatory team feedback sessions, creating a more equitable and safe work environment.
Our approach is always customized, helping organizations not only identify gaps but implement sustainable changes to create psychologically safe workplaces that enhance their employer brand.
Q4: Many leaders feel hybrid models dilute team cohesion. What’s your take?
It’s a valid concern that hybrid models can lead to a fragmented workforce if not managed properly. However, I see it as an opportunity rather than a challenge. The key is to recognize that team cohesion in hybrid setups doesn’t happen organically—it requires deliberate effort.
Here’s how organizations can address this:
- Facilitate informal interactions:
Physical offices naturally allow for watercooler chats or lunch breaks, but remote work eliminates this. Leaders can arrange casual virtual meetups, such as coffee chats or game nights, where employees can bond beyond work discussions. These small initiatives foster relationships across the hybrid divide. - Set common goals and celebrate them together:
Hybrid teams should have shared objectives that encourage collaboration across locations. Leaders can celebrate these achievements collectively, either through virtual town halls or in-office celebrations streamed live. The idea is to create a sense of unity despite physical distance. - Invest in technology and training:
Seamless communication is critical. Tools like Slack, Teams, or project management software enable constant collaboration, but employees must also be trained to use these tools effectively.
At Amazing Workplaces, we’ve supported organizations in rolling out hybrid-specific policies and practices. One client introduced a “reverse mentorship” program where senior leaders and younger employees (working remotely) paired up to share insights. This not only bridged the hybrid gap but also boosted team cohesion and mutual respect.
As I like to say, “Cohesion isn’t about being in the same space—it’s about sharing the same vision and values.” Hybrid models, if implemented thoughtfully, can strengthen these connections rather than weaken them.
Q5: Lastly, what advice would you give organizations navigating workplace challenges in 2025?
2025 brings unique challenges for workplaces, from adapting to AI-driven automation to addressing burnout in a fast-paced environment. Here’s what organizations should focus on to stay ahead:
- Invest in continuous learning and development:
Technology and skills are evolving faster than ever, and organizations that fail to upskill their workforce will struggle to stay competitive. Offering personalized training programs and encouraging self-paced learning are excellent ways to prepare employees for the future. At Amazing Workplaces, we’ve seen how companies that prioritize learning tend to foster more engaged and innovative teams. - Focus on DEI initiatives:
Diversity isn’t just a compliance checkbox; it’s a business imperative. Teams that are diverse in backgrounds and experiences bring fresh perspectives to problem-solving. One of our clients revamped their hiring policies to include more women in leadership roles, and within a year, they reported a measurable increase in innovation and employee satisfaction. - Keep a pulse on employee well-being:
Burnout remains a significant concern. Hybrid work, while flexible, often blurs the boundaries between work and life. Regular check-ins, offering mental health resources, and encouraging employees to take breaks are crucial. - Measure and improve:
Whether it’s through employee surveys or leadership evaluations, organizations must continuously measure their progress and adapt to evolving employee needs. At Amazing Workplaces, our surveys often reveal hidden challenges that organizations might otherwise miss, allowing them to take proactive steps.
My advice to leaders is to adopt a growth mindset. The workplace is no longer just about meeting business goals; it’s about creating environments where employees thrive. As I often say, “The future of work is human-centered.”
Conclusion:
Ekta Capoor and Shreyasi Raghav, as co-founders of Amazing Workplaces, are spearheading initiatives to help organizations tackle modern workplace challenges with innovation and empathy. Ekta’s perspectives on psychological safety, hybrid work, and workplace evolution provide a roadmap for organizations to thrive in this transformative era.