Three Powerful Criteria of a Healthy Workplace

By Lavern Nissley
Encompass Relationship Facilitator

Most of us spend way more time in the workplace every week than with our spouses or families. In some ways, workplace relationships can become more complicated and complex than family relationships because of different power, financial, and legal environments. Yet, there are similar dynamics in all settings where humans interact: communication, conflict resolution, stress, emotions, and expectations.

For the past 48 years, I've experienced many workplace settings both as an employee as well as a supervisor/overseer of others. Thankfully, most of these settings have been healthy, with only a handful of "nightmare co-workers" to deal with. I've also served as a consultant/facilitator to several dozen organizations during the past 5 decades, and unfortunately have observed workplace dynamics that literally suck the life and joy out of people. Not good!

What follows are three overall criteria for a healthy workplace. Each could be "drilled down" for even more depth and specificity. But this is a brief blog, so here goes!

What would it feel like if you were in a workplace that had no clear expectations of what you or fellow employees were to do? And if you were reprimanded for NOT accomplishing tasks you didn't even know were yours? Or if multiple employees got into each other's lanes?

• The first criterion of a healthy workplace is CLEAR EXPECTATIONS. While most jobs have a written job description, the document may not be up to date or there may be expectations not included in it. It is absolutely essential to have a clear scope in mind and to stay within that scope. But even then, sometimes the job description doesn't match the employee's skills or abilities. During our years as co-directors of Encompass Connection Center (2005-2024) Ronda and I often needed to fine-tune an employee's scope to fit their gifts. A great example is that of Abby Glaser who initially started as an administrative assistant but really found her niche as a community advocate and relationship facilitator with us for about 12 years. Overall, this was a much better fit for her abilities and way more fulfilling. Having clear expectations doesn't mean micromanaging, but it does require managing. Someone must keep an eye on expectations to ensure they are clear and being implemented.

What would it feel like if you were in a workplace where personal attacks, unresolved conflicts, and bullying were the norm? If it was unsafe to disagree or to express your concerns? If your blood pressure and pulse went up just walking into your workplace?
​

• The second criterion of a healthy workplace is MUTUAL SAFETY. This refers to both physical and emotional safety. No one should be afraid to come to work or see a spike in their blood pressure. Unfortunately, some workplace cultures feel UNSAFE - whether from a bullying supervisor, co-worker, or client. The presence of one or more of the Danger Communication Signs developed by Prep, Inc. usually indicates that some changes are needed to become healthy and safe.
  • Escalation - Responding back and forth negatively with each other
  • Invalidation - Putting down the thoughts, opinions, or character of the other
  • Negative Interpretations - Making negative or unfair assumptions about the other person
  • Withdrawal - Unwillingness to get into or stay with important discussions

It's OK for there to be differences of opinion and perspective. A healthy workplace validates all contributions and provides safe and productive ways to arrive at resolutions. It should never be "the survival of the fittest" - the most vocal, persuasive, or intimidating - that influences conflict outcomes.

What if you felt truly fulfilled and fruitful in your workplace and those around you appreciated your contributions to the team?

• The third criterion of a healthy workplace is INSPIRING MORALE. This is a positive outcome of the first two criteria as well as a culture that celebrates wins and inspires joy. Team meetings and events should be designed with an eye toward team-building and productivity. No one should dread participating. At Encompass we included simple icebreakers, occasional special food or meals, and a clear agenda to guide interactions. The twin rails of GETTING THINGS DONE and GETTING ALONG are intentional priorities in a healthy workplace.

I believe that a workplace's senior leadership must take the initiative to see that the above three criteria are in place. Failure to do so will result in ambiguity of expectations, lack of safety, and declining morale.

Encompass offers a course with optional coaching to help workplaces thrive. Check out our Work Smart, Live Well program and our FREE Workplace Assessment to take a deeper dive into making your workplace healthy.