As we continue exploring nuggets of wisdom from Daniel Coyle’s book The Culture Code: The Secrets of Highly Successful Groups, let’s dive further into how leaders can build safety into their company culture to help employees feel heard and valued—which is key to motivating them to do their best work.

How to Build Safety (Part 2)   

1. Be painstaking in the hiring process.

Coyle explains the importance of not hastily hiring employees who lack the qualities you need and aren’t a good fit.

While it may take longer to find an ideal candidate, it’s worth the wait and extra work to hold out for the right person because toxic employees can poison a company culture quickly. And if you’ve slipped up and let in a toxic worker who’s bringing down your team, let them go. Ultimately, you’ll be doing the employee a favor because you’re freeing them to pursue opportunities that are a better fit.

2. Overdo thank-yous.

Demonstrating respect and gratitude in every aspect of work creates goodwill and strengthens relationships. Coyle explains that “thank you” fosters belonging, creating safety and connection.

It’s not silly to thank a team member for helping you—whether they’ve handed you a hammer or picked up supplies. Polite responses to show that you appreciate someone’s work and contributions helps them realize their worth and know their position in your company is safe.

3. Pick up trash.

Naturally, leaders must have authority. However, Coyle shares that leaders should not be above doing menial work when necessary to help their team. When a manager or owner empties wastebaskets, cleans out a truck’s cab, or does some other inglorious but necessary manual work, it sends the message that, “We’re in this together.”

Next in our series: Share Vulnerability. If you missed Building Safety: Part 1, read it now.