Why HR should NEVER say they are a 'Safe Space'

Do you agree that words are powerful?

Do you agree that statements we make presupposes many things without us thinking about it?

When HR says they are a 'Safe Space' there are both positive and negative presuppositions.

When HR says they are a 'Safe Space' it presupposes that:

• A climate of trust already exists or can be easily established. The statement assumes that employees can, and will, trust HR with sensitive information, including grievances about management or colleagues, without fear of negative repercussions.
• Confidentiality is guaranteed. There is an implicit assumption that discussions held in this "safe space" will remain private and won't be shared with management or used against the employee, unless legally required.
• A non-judgmental atmosphere is provided. The statement presupposes that the HR professional will listen with empathy and an open mind, free from bias or unsolicited opinions, allowing the employee to express their authentic feelings without fear of being made to feel uncomfortable or unwelcome. 
• HR's primary goal is employee well-being (over company protection). The statement often presupposes that HR serves as an impartial mediator or advocate whose primary function is to support the employee's personal well-being, rather than primarily protecting the company's legal and financial interests.
• HR has the power and willingness to resolve the issue. It is assumed that once an employee brings forward a concern, HR has the influence, resources, and intent to take meaningful action and implement solutions.
• HR is the appropriate first, or only, point of contact for sensitive issues. The statement positions the HR department as the designated channel for all manner of workplace issues, from minor frustrations to serious complaints. 

HR has to be perfectly certain that they can fulfill all of these, else it will not work.

The main negative presuppositions when HR says they are a 'Safe Space':

• The workplace might generally be an "unsafe" space. The need to explicitly label HR as a "safe space" suggests that employees may not feel comfortable or psychologically secure in other areas of the organization (e.g., with their direct managers or teams).
• Employees need a designated outlet for concerns. It is presupposed that employees have issues, frustrations, or concerns that they feel unable to discuss elsewhere within the company structure.
• Employees fear retaliation or negative consequences for speaking up. The core of the "safe space" promise is the removal of the fear of punishment or retribution for raising difficult issues or admitting mistakes. 

Thus the real work HR needs to do is:

•  Make the entire organisation a place where employees feel comfortable.
• Develop leaders who are first emotionally, mentally, psychologically resilient. Note that the regular trainings will not work to create this - you need workshops or coaching that creates neurological change.
• Develop leaders so they have great communication skills.
• Equip employees with Resilience Skills that they can work through most challenges by themselves in a pro-active manner.

About Dr. Shane Ram

Dr. Shane Ram creates rapid Mindset and Behaviour Changes so that Leaders behave in a manner which creates high employee engagement, high performance, psychological safety, great service and higher profits. He coaches corporate professionals to lead and succeed in short timeframes.

His most sought after workshops include:

• The Manager As a Coach
• Master Communicator
• Resilience Genius
• Emotional Intelligence
• Future Ready Leadership
• Time Management/Productivity

Can you book a strategy call to discuss how this can help your organisation?