Before you expect high performance, ask this critical question

When the world feels uncertain, your people feel it too—and so does performance.

It’s 2025, and yet, for many people, the world doesn’t feel safe.

Hard-won rights are being questioned, voices are being silenced, and communities are feeling the weight of exclusion, fear, and uncertainty. The people in your business are not immune to this.

As a leader, are you paying attention? Have you stopped to ask: How are my people really doing?

The Emotional Toll in the Workplace

Many individuals—especially those from marginalised or minority groups—are carrying a weight that extends far beyond their job descriptions. They’re navigating a world that feels increasingly hostile to their identity, their rights, or their sense of belonging.

You might not see it. They might not say it. But that doesn’t mean it’s not there.

And when people don’t feel safe, they retreat. They disengage. They burn out.

Does Your Organisation Have a Perspective?

Beyond checking in on individuals, organisations need to ask: Do we understand the broader impact of what’s happening in the world?

• Have we considered how global and local issues are affecting our people?

• Do we create space for open conversations?

• Have we made it clear where we stand on issues that directly impact our employees’ well-being and rights?

Silence speaks volumes. Even if you don’t have all the answers, acknowledging that these issues exist—and that they matter—can go a long way in making people feel seen and supported.

What Leaders Can Do Right Now

You don’t have to be a CEO of a Fortune 500 company to make a difference. Every leader, at every level, plays a role in creating a workplace where people feel safe, valued, and supported.

Here’s where to start:

1. Check in with your people. Don’t assume everyone is okay. Ask, listen, and create space for honest conversations.

2. Make sure your workplace is psychologically safe. Can people express concerns without fear?

3. Be aware of your silence. If something major is happening that affects your people, acknowledge it.

4. Flex where you can. Some employees may need space, support, or adjustments—be open to what that looks like.

5. Lead with humanity. The world is complex, but kindness, empathy, and inclusion are always within our control.

Safety Is the Foundation for Performance

Psychological safety isn’t just a “nice to have”—it’s critical for performance. When people feel unsafe, their energy goes into self-protection rather than innovation, collaboration, and problem-solving. If people are second-guessing whether they belong, they’re not bringing their full capability to their work.

Great performance happens when people feel secure enough to take risks, challenge ideas, and contribute fully. Leaders who prioritise safety unlock higher engagement, stronger teams, and better business outcomes.

My Personal Reflection

I write this not just as a business leader, but as someone who, in the past year, has navigated a deeply personal journey of identity.

I’ve always been human-centred, compassionate, and deeply cared about people. But now, I have a whole new level of empathy.

Coming out as gay at 44 has opened my eyes to just how much it means to feel safe, seen, and supported—not just in life, but at work. (I've shared more on my personal experience here... quick note - it's been hard!)

We have the power to shape environments where people don’t have to hide who they are or carry their struggles alone. That’s the kind of leadership the world needs right now.

So, take a moment today and ask: How are my people really doing? And more importantly—How can I show up for them?