Trust in safety culture

  • Focus on team goals rather than personal ones
  • More sincerity and emotional support in all kinds of situations
  • Higher readiness to self-organize. Example: your team itself makes decisions to hire or fire
  • Lower quantity of negative conflicts
  • Happiness grows. Happier people perform better.

3 stories of building trust in the team

I am not a big fan of delving into theory. Instead, practice is what I care about the most. Therefore I’d like to share my practical tips of building trust and psychological safety telling you several stories of Atola.

Story 1. Unconditional trust first

The first story is about me. A bit unhumbled, I know. But it all starts with when a new hire comes to your office.

  • fully trust first
  • if peer’s actions undermine your trust, relatively decrease it

Story 2. Always try to help if they ask

Artem is a software engineer working for more than two years in Atola. 21 years old. He is a great helper. He just doesn’t answer “No”.

Story 3. Treat others as experts. Genuinely

The QA process in Atola is entirely led by Tetiana. She feels personal enthusiasm wonderfully and trusts our teammates. Just a couple of days ago, I was observing the situation when Tetiana approached one of the software engineers to ask, listen attentively, try to understand first. No way he could ignore her attitude. It made him become even more involved.

  • Encourage people learning from mistakes rather than hiding them
  • Delegate right away when you see a colleague’s energy against something
  • Prepare teammates for changes beforehand, they are inevitable
  • Hire culture-fit people only



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Vitaliy Mokosiy

Vitaliy Mokosiy


CTO in Atola Technology. Gamification enthusiast. Agile proponent