Inspiring a Culture of Workplace Emotional Safety: Tool #3 The S.W.E.L. Approach

Fostering a culture of emotional safety at work isn’t just a “nice to have”

It’s essential for commitment, engagement, and long-term success.

When employees feel safe to express themselves, ask questions, and tackle challenges, they’re more likely to contribute wholeheartedly and grow professionally. One practical, research-backed tool for inspiring workplace emotional safety is S.W.E.L.: Safety, Wellbeing, Encouragement, and Learning.

This post is the third of a series covering four managerial skill sets to master for competent management.

The four managerial skill sets are:

a) Communicate with respect and authority
b) Motive towards unity of thought
c) Inspire a culture of emotional safety
d) Coach to build team capacity

What Is S.W.E.L.?

S.W.E.L. is both a mindset and a set of actionable questions that leaders, managers, and colleagues can use to nurture an environment where everyone feels valued and motivated. The acronym stands for:

• Safety: Does this feel safe to you?
• Wellbeing: Do you feel free to contribute?
• Encouragement: What helps you feel encouraged? How can you help others feel encouraged?
• Learning: What do we both need to learn to be able to do this?

Why Emotional Safety Matters

When employees don’t feel emotionally safe, resistance and disengagement grow. On the other hand, emotional safety drives higher commitment and unleashes potential. Building a climate of emotional safety means continually asking:

• “What would make it easy for you to…?”
• “What obstacles do you see?”
• “How can I best support you?”

This approach recognizes that the expert is the one closest to the job—so listen first, then offer help.

Putting S.W.E.L. Into Action

Here’s how you can use S.W.E.L. to inspire emotional safety:

1. Start with the Right Questions

Ask questions that help identify obstacles to feeling safe. For example:

• “Does this feel safe to you?”
• “Do you feel free to contribute?”
• “What would make it easier for you to learn this new software?”
• “What helps you feel encouraged?”

Get your team to articulate what they need, then let them propose first steps toward removing hurdles. Afterward, offer your support to help them move forward.

2. Prioritize Safety and Wellbeing

People need to feel safe before they’ll take risks or try new things at work. Probe gently to uncover sources of resistance or anxiety. Examples:

• When someone resists a new responsibility or tool, ask: “What would make it easier to get started?”
• Check in regularly: “Do you feel comfortable sharing your ideas in our meetings?”

3. Encourage and Empower

Recognition and encouragement should be woven into daily interactions. Ask:

• “What helps you feel encouraged here?”
• “How could we do more to support each other?”

Empower employees by ensuring their feedback is heard and acted upon.

4. Foster Continuous Learning

Growth doesn’t happen without learning. Make it routine to ask:

• “What do we both need to learn to be successful here?”
• “Is there something you’d like to explore or develop this week?”

Create space for honest dialogue about what skills, knowledge, or support are needed.

Conclusion

When leaders and teams adopt S.W.E.L., it transforms the workplace. Employees feel safe, know their wellbeing matters, are motivated by encouragement, and become active learners and contributors. But remember, to cultivate emotional safety for others, start by asking yourself what you need to feel secure and supported. Self-awareness is a crucial first step.