How does a team leader ensure that his/her team members are working in a healthy work environment?

First of all the leader must be sure that he/she is establishing such healthy environment and creating spirit of trust and supportivness.

Getting feedback from subordinates and giving open and constractive feedback to them, treating faily the employees and recognising their contribution to common goal.

Be positive always^^^^^^^^^^^^

Engage them into a discussion upon the subject; The role of surrounds for creating a change. Start with World and come down to a Nation then onward to the City; further down to your Business and finally to the workplace. You shall unravel the deep embedding.    

Feedback will make you aware about the satisfaction of your employees regarding work environment.  

As a team leader I should be knowing about the likes and dislikes and preferences of all my team members. By doing so I would be able to realign the personal goals of the team members to the company goal. I think this is also the main job of the team leader. 

It could be via the the motivating factors As individuals, we are all different and we are driven by different desires and wants. Some desires are tangible – more money, a better car, a bigger house - while others are intangible – a sense of achievement, a challenge, positive recognition. Our needs and desires do not exist in a vacuum. They are often interrelated and interdependent. They are also subject to change and refocus. Our desires and needs are not fixed will change throughout our lives.Financial rewards, Financial rewards are usually decided at an organisational level and are often outside the immediate control of an individual manager. Problems can exist when at an individual level, we compare how much financial reward we get compared to others doing the same type of work, or working at the same grade. If we feel that they are getting more for the same or less effort, then we feel a sense of inequity in our situation. This can then impact upon our satisfaction and performance. A sense of security Being in regular permanent work with a contract of employment and conditions of service is the driving force for many. In some occupations and industries this sense of security can be difficult; short-term contracts, part-time working and seasonal work are the norm for certain industry sectors. Again, these factors are often organisational issues and outside of the direct control of managers. A sense of belonging Managers have a key role to play ensuring that the team are working well together and that conflict is dealt with. A sense of achievement, This will mean different things to different people and it is important that managers are aware of how influential they are in cultivating this. By setting realistic targets, clearly defining their requirements, giving encouragement, praise and recognition, managers can directly influence motivation within their team. Frustration, Failure to achieve our needs and desires, because of a barrier, leads to frustration. This barrier can be either real or perceived. Frustration impacts upon our behaviour and we can act in a positive, constructive manner or in a negative manner. Factors that influence our frustration include: the level and potency of need; the degree of attachment to the desired goal; the strength of motivation; and the personality characteristics of the individual. Positive action may include problem solving a solution around the barrier or re-thinking our desires and goals to make them more realistic and achievable. Negative action can include aggression, regressing to childlike behaviour or withdrawing from the situation. Teamworking Teams exist within organisations in order to bring together the collective skills, abilities and creativities of individuals.

Be positive get positive. .........

Looking at the posts of others, I have nothing more to add

the team leader has to be more professional in the job and he should be having more ability to understand the staff the one who working under him and also be Dynamic and more diligent in the work. 

BY ABOVE ALL CONSIDERING THAT (S)HE IS COMFORTABLE WITH THE ENVIRONMENT. IF (S)HE FINDS IT OK, SO WILL HIS TEAM APPRECIATE IT

 

The team-leader not should not be dominated, he should not be negative, he should not be like hiring & firing subordinates.  He should not feel in-secure, jealous because of his sub-ordinates growth.....