Have you ever felt the need to hide your true self at work just to feel safe? If so, you’re not alone. Research by Hays shows that more than a third of people have experienced this—and that’s a reality we shouldn’t ignore.
Studies and real-life cases repeatedly prove that when people feel safe being themselves at work, they’re more motivated, engaged, and connected with clients, partners, and the community.
At Railsware, we’ve always believed that great professionals come together to build great things. But that only works when there’s flexibility, mutual respect, and the freedom to show up as your authentic self — that’s what fuels creativity and collaboration.
Over time, we’ve also noticed a recurring question from our community and partners:
“How do you build a strong team, organize your processes, and consistently prioritize quality over quantity?”
In this article, we’ll share four practical ways (based on our experience) that help us create a safe and supportive work environment:
1. Stop babysitting within teams
When deadlines are tight or challenges arise, it might be tempting to step in — take over tasks, make decisions for others, or assume responsibility yourself. But this only weakens your colleagues’ confidence in their own abilities, decision-making, and problem-solving skills.
Instead, focus on creating an environment where they can grow and take ownership.
Trust your team’s autonomy:
✔ Avoid setting rigid rules about when, how and where people should work unless there’s a strong, logical reason.
✔ Give team members the freedom to manage their time, whether that means working early mornings, late nights, or from a remote location.
✔ Let go of the need to control every step—empower your team to own their ideas, make decisions, and implement solutions.
Flexible work arrangements don’t just offer convenience—they build a sense of responsibility. When people have the space to work in a way that suits them, they learn to balance priorities, make independent choices, and bring fresh perspectives to the table.
Provide meaningful benefits, not control:
✔ Support autonomy by offering resources that help people, such as annual budgets for travel, accommodation, or even insurance.
✔ Create a workplace where people feel comfortable, whether that means a pet-friendly office or flexible coworking/office options.
NOTE: People grow the most when they have the freedom to choose where and how they work. Give them that trust, and you’ll see them step up in ways that truly matter.
2. Challenge predefined career tracks
Growth isn’t just about professional development—it’s about personal fulfilment, too. When people feel supported in their ambitions, they’re more engaged, motivated, and willing to take initiative. Sometimes, growth means advancing in a current role; other times, it means exploring a completely new path.
For example, one of our colleagues transitioned from QA to Product Management—a big career shift. Instead of limiting her to her original role, we provided support, resources, and the freedom to explore. As a result, she successfully made the switch.
How to foster real growth in your team:
✔ Encourage exploration – Support team members who want to expand their skills, even if it leads them to a different role.
✔ Provide resources – Offer mentorship, training, or internal projects where people can test new skills.
✔ Create a culture of trust – Let employees know it’s okay to grow in different directions without fear of judgment.
✔ Recognize individual goals – Growth isn’t one-size-fits-all. Listen to what people truly want and help them get there.
When people know their growth is genuinely valued, they feel safe to take risks, challenge themselves, and reach their full potential.
3. Check the feedback process
Honest feedback is the foundation of trust, but it must be a two-way street. People should feel safe sharing their thoughts, concerns, and even criticism without fear of consequences. Creating a culture where proper feedback is valued — not just tolerated, requires clear policies that ensure respect and dignity for everyone:
✔ Empower your colleagues with the knowledge about giving and receiving feedback – so that it wouldn’t become toxic or disrespectful.
✔ Hold regular feedback sessions that lead to real action, not just routine check-ins.
✔ Encourage open discussions where team members can express concerns, suggest improvements, and share ideas freely.
✔ Actively listen and take notes on what matters most—people’s challenges, interests, and growth aspirations.
✔ Document feedback carefully while respecting privacy.
✔ Share insights with the right people—those responsible for managing and implementing improvements.
✔ Show employees that their input leads to real change by acting on it and communicating progress.
When feedback is met with action, trust grows. People feel heard, valued, and empowered to contribute, making the workplace a stronger, more supportive space for everyone.
4. Secure value-based match
Building a strong team isn’t just about hiring for skills — it’s about ensuring a cultural and value-based match. That’s why corporate values shouldn’t just exist on paper; they should actively shape how things work and people act and treat each other. When those values are real, they naturally attract people who align with the same vision. How to secure such a match:
✔ Define company values that truly influence daily work—not just words, but principles that drive decision-making.
✔ Be transparent from the start so candidates understand what kind of environment they’re joining.
✔ Focus on mindset as much as skills by hiring professional people who share the same work ethic, openness, and approach.
✔ Remove barriers of hierarchy—interns should feel just as comfortable speaking up as senior leaders.
✔ Encourage collaboration across experience levels, making it normal for seasoned professionals to learn from newcomers.
✔ Keep processes transparent and accessible, so everyone knows how decisions are made and how they can contribute.
A great team must be cultivated through shared values, open communication, and a culture where everyone has something to teach and learn.
Respect should be in everyday interactions. A workplace built on respect allows people to collaborate openly, solve problems together, and create meaningful connections that extend beyond the team.
✔ Recognize that different perspectives lead to better solutions and stronger teamwork.
✔ Create opportunities for team members to acknowledge each other’s contributions.
✔ Small, thoughtful gestures — like an Advent calendar filled with surprises or a dedicated Slack channel for gratitude — can turn appreciation into a habit.
✔ Encourage organic moments of recognition rather than limiting appreciation to formal reviews.
For respect to be real, it must be practiced, taught, and reinforced consistently.
Take a screenshot, save it, and keep it visible
This article isn’t meant for a simple “read, understand, and apply” approach. If your company is growing and evolving, it’s important to revisit these principles regularly.
I must add an important disclaimer here. Yes, we’re a company that hires mostly senior-level, experienced specialists. It means that people joining Railsware already have an extensive professional and personal background, and they don’t need extra “schooling” on basic rules of communication or mutual respect. That being said, I must admit, even our interns or young talent coming to our team quickly embrace our culture, and usually grow faster, as the environment encourages them to learn and expand their expertise.
The true culture you’ve built and value can easily be lost if you’re not careful. Keep checking these points to ensure they’re being followed consistently. It’s a practice that’s been beneficial for us, and it could be worth considering in your own approach.
