Among Google's psychological-safety actions, managers are advised to ask questions with the intention of learning from their teammates.

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Google's psychological-safety actions advise managers to be present and focused on conversations, ask questions to learn from teammates, offer input, be interactive, show they are listening, recap what has been said to confirm mutual understanding, and avoid blame while focusing on solutions.

Manager Presence and Engagement as a Psychological-Safety Practice

Google re:Work public document with manager actions for fostering psychological safety through engagement, understanding, inclusion, interpersonal awareness, and decision-making. https://docs.google.com/document/d/1PsnDMS2emcPLgMLFAQCXZjO7C4j2hJ7znOq_g2Zkjgk/export?format=html

Google re:Work: Manager Actions for Psychological Safety

Among Google's psychological-safety actions, managers are advised to avoid placing blame and to focus on solutions, such as asking how the team can make things go more smoothly next time or make a game plan for next time.

Reframing Blaming Questions into Solution-Focused Questions

Among Google's psychological-safety actions, managers are advised to be present and focus on the conversation, such as by closing their laptop during meetings.

Closing the Laptop to Stay Focused During Team Conversations

Among Google's psychological-safety actions, managers are advised to offer input, be interactive, show they are listening, respond verbally to show engagement, and validate comments verbally.

Verbal Active-Listening Cues from Managers

Among Google's psychological-safety actions, managers are advised to be aware of body language, lean toward or face the person speaking, make eye contact, check that facial expressions are not unintentionally negative, nod to demonstrate understanding, and keep an open body posture toward all team members.

Body-Language Cues That Signal Active Listening for Managers

Among Google's psychological-safety actions, managers are advised to recap what has been said to confirm mutual understanding and alignment, then acknowledge areas of agreement and disagreement and be open to questions within the group.

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