<description>&lt;p&gt;When your team feels psychologically safe, they are more likely to share open and honest feedback with you and others at the company. But, as a manager, psychological safety can be hard to foster.&lt;br&gt;
&lt;br&gt;
&lt;strong&gt;Today we're chatting with Michael Lopp (aka @rands)&lt;/strong&gt; and he's sharing what he’s learned from his time at Apple, Pinterest and Slack about sharing hard feedback with your team while maintaining an environment where people feel safe enough to say “no”.&lt;/p&gt;
&lt;p&gt;If you like what you hear, subscribe to the whole season, and please give us ⭐️⭐️⭐️⭐️⭐️ in the reviews. 🙏&lt;/p&gt;

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Send in a voice message: https://podcasters.spotify.com/pod/show/soapbox/message</description>

When your team feels psychologically safe, they are more likely to share open and honest feedback with you and others at the company. But, as a manager, psychological safety can be hard to foster. 
 
Today we're chatting with Michael Lopp (aka @rands) and he's sharing what he’s learned from his time at Apple, Pinterest and Slack about sharing hard feedback with your team while maintaining an environment where people feel safe enough to say “no”.
If you like what you hear, subscribe to the whole season, and please give us ⭐️⭐️⭐️⭐️⭐️ in the reviews. 🙏

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Send in a voice message: https://podcasters.spotify.com/pod/show/soapbox/message

People Leading People

#5: Michael Lopp (@rands, VP Engineering at Slack) on how to create psychological safety on your team.

#5: Michael Lopp (@rands, VP Engineering at Slack) on how to create psychological safety on your team.

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