What is Psychological Safety at Work? (10 tips to create better psychological safety)
The truth is, work can feel like a pressure cooker sometimes. You walk on eggshells, afraid to speak up with an idea for fear of being ridiculed or hesitate to admit a mistake because of potential blame. That constant tension can be really draining for your mental health. That's the opposite of what we should be striving for!
One of the most crucial elements for employee well-being and overall workplace success is psychological safety. It's not a fancy term – it simply means feeling comfortable taking risks, speaking up with ideas, and admitting mistakes without fear of negative consequences.
Why is it so important, especially now?
Employees who fear judgment or ridicule are less likely to share their best ideas, collaborate openly, or learn from mistakes. This, in turn, can lead to decreased innovation, reduced productivity, and ultimately, a decline in employee well-being.
In today's fast-paced, ever-changing work environment, psychological safety is more critical than ever. The pressure to perform can be immense, leading to anxiety and a reluctance to speak up. But here's the thing: companies with high psychological safety see a multitude of benefits:
Innovation Takes Flight: When employees feel safe sharing ideas, even seemingly "out there" ones, creativity flourishes. This can lead to ground-breaking solutions and a competitive edge.
Learning Becomes a Continuous Process: Openly discussing mistakes leads to learning opportunities. Instead of fearing blame, employees can analyse missteps and prevent future occurrences.
Collaboration Takes Centre Stage: When trust and open communication reign supreme, collaboration thrives. Teams can work together to tackle challenges head-on, fostering a sense of collective achievement.
Mental Wellbeing Gets a Boost: Feeling safe to express yourself reduces stress and fosters a sense of belonging. This, in turn, contributes to a happier and healthier workforce.
How do we assess psychological safety in the workplace?
Here are some key indicators:
Employees feel comfortable speaking up in meetings and offering dissenting opinions.
Mistakes are openly discussed and used as learning opportunities.
There's a sense of camaraderie and trust within teams.
Employees feel comfortable asking for help when needed.
Leadership actively seeks feedback and suggestions from team members.
So, what does psychological safety look like in action?
Imagine a team meeting where everyone feels free to contribute, even if their ideas seem unconventional. Mistakes are met with support and a focus on learning, not blame. Employees feel empowered to ask questions, offer constructive criticism, and challenge the status quo.
Here are 10 ways leaders can cultivate a psychologically safe work environment:
1. Lead by Example: Walk the Walk, Not Just Talk the Talk
Be open about your own challenges and uncertainties. Let your team see you as a human who makes mistakes and is always learning.
Actively solicit feedback from your team. Ask for their honest opinions on your leadership style, goals, and decision-making processes.
Be approachable and create an open-door policy for one-on-one conversations. Make sure your team feels comfortable coming to you with concerns or questions.
2. Foster Open Communication: Break Down the Walls
Hold regular team meetings where everyone feels comfortable speaking up. Encourage active participation and avoid dominating the conversation.
Implement anonymous feedback channels, such as online surveys or suggestion boxes. This allows team members to share honest opinions without fear of judgment.
Have an open-door policy for individual conversations. Make it clear that your team members can come to you with any issue, big or small.
3. Reframe Mistakes: Learning from Setbacks
When mistakes happen, shift the focus from blame to finding solutions and learning opportunities.
Organize post-mortem analyses where the team can discuss what went wrong and how to prevent it from happening again. Focus on the positive takeaways and frame them as learning experiences.
Celebrate "learning moments." When team members are transparent about mistakes, acknowledge their honesty and the lessons learned.
4. Shine a Light on the Good Stuff: Recognition Matters
Publicly recognize and appreciate team members who speak up with ideas, take risks, and collaborate openly.
Offer rewards or incentives for individuals or teams who demonstrate psychological safety behaviours.
Celebrate small wins and acknowledge progress made towards goals. This shows your team their efforts are valued.
5. Focus on Team Building: More Than Just Work
Organize social events or team-building activities outside of work tasks. This can help build camaraderie, trust, and a sense of belonging.
Encourage informal interactions and conversations between team members. This fosters a sense of community and makes it easier to ask for help or feedback later.
Consider team-building exercises focused on communication, collaboration, and problem-solving.
6. Embrace Healthy Conflict: Diversity of Thought Leads to Better Decisions
Encourage respectful debate and healthy disagreement on ideas. Disagreements can be a breeding ground for innovation if channelled constructively.
Focus on finding the best solution, not winning an argument. Nurturing a culture of open debate leads to more well-rounded decisions.
Set clear ground rules for respectful communication. This ensures disagreements stay productive and avoid turning personal.
7. Actively Listen: Give Your Team Your Full Attention
When a team member speaks, give them your full attention. Make eye contact, put away distractions, and show them you're engaged.
Ask clarifying questions to show you're interested in their perspective and want to understand their point of view.
Paraphrase what you hear to demonstrate you're actively listening and absorbing their message.
8. Celebrate Small Wins: Acknowledge Progress
Don't wait for major milestones to celebrate accomplishments. Acknowledge progress towards goals, no matter how small.
This shows your team their hard work is valued and reinforces that setbacks are part of the learning process.
Celebrate small wins not just publicly but within your team chats or channels to foster team spirit.
9. Offer Protection from Retaliation: Speak Up Without Fear
Have clear policies in place that explicitly prohibit retaliation against employees who speak up about concerns or mistakes.
Investigate any reported incidents of retaliation promptly and fairly.
Communicate these policies clearly to your team and ensure everyone understands they are protected for speaking their mind.
10. Lead with Humility: Be Open to Learning
Be open to feedback from your team and willing to admit you don't know everything.
Show your team that you're always learning and growing.
This encourages your team to do the same and promotes a collaborative learning environment.
By implementing these steps, you can create a psychologically safe work environment where your team feels valued, empowered, and most importantly, heard. When everyone feels safe to take risks, share ideas, and learn from each other, the possibilities are endless. You're not just creating a better work environment; you're investing in the well-being and success of your entire team.
Building psychological safety is an ongoing process, and you don't have to go it alone. If you need help auditing your current practices or implementing these strategies within your organization, we can help! We offer a range of services and workshops designed to help you create a psychologically safe and inclusive workplace. From in-depth assessments to interactive training sessions, we'll work with you to develop a customised plan that meets your specific needs.
Contact us today or book a call to find out more about how we can help your team thrive in a safe and supportive environment.