What is Psychological Safety?
Imagine arriving at work each day and immediately feeling a sense of belonging.
You are confident in your abilities, accomplished in your work and valued by your colleagues.
Every employee should share this experience while working at a company. And these are signs of a psychologically safe workplace.
What does it mean for a workplace to be psychologically safe?
Who initiates psychological safety and how does it benefit the company as a whole?
Let’s delve deeper into the topic of psychological safety and take a look at several ways leaders can improve this feeling among employees.
What is Psychological Safety?
Psychological safety refers to a workplace or social environment in which individuals feel comfortable, secure, and confident to express their thoughts, ideas, opinions, and concerns without fear of negative consequences or judgment.
It's a crucial aspect of fostering open communication, collaboration, and innovation, as it allows people to take risks, share vulnerabilities, and engage in constructive dialogue, ultimately leading to a more inclusive and productive atmosphere.
❌What Psychological Safety Is NOT
Psychologically unsafety is the belief that one will experience interpersonal or social threats when asking questions, asking for help, providing feedback, acknowledging mistakes or trying something new.
In this situation, a person may be labeled unfavorably or receive a punishment that impacts one’s identity, status and/or career. When an atmosphere is psychologically unsafe, individuals share a sense of distrust, paranoia, and fear.
Why Is Psychological Safety Important at Work?
Psychological safety in the workplace is important because it cultivates an authentic atmosphere. Employees do not feel the need to hide parts of themselves as they know their team will accept them for who they are. This builds trust among employees which is the foundation for healthy professional relationships.
A psychologically safe atmosphere enables employees to communicate openly and receive feedback without indignation. This allows employees to resolve issues efficiently and effectively as a team.
Furthermore, the feeling of psychological safety encourages productivity while allowing employees to grow professionally.
What Does Psychological Safety Look Like?
Psychological safety looks different for each employee. However, there are a number of telltale signs that indicate a positive psychological experience.
Examples of psychological safety at work are when employees are:
Unafraid to ask questions and do not feel the need to act as though they understand everything.
Feel comfortable giving and receiving feedback.
Openly share constructive criticism, concerns and reservations about projects and procedures.
Have no trouble asking for assistance.
Feel safe reporting discrimination.
Encouraged to bring their authentic selves to work.
Familiar with their colleagues outside of work.
Comfortable knowing they can fail and view these moments as opportunities for growth.
Feel valued and are encouraged to contribute when available.
Have mutual respect for their colleagues and leaders.
6 Ways to Cultivate Psychological Safety at Work
Take It One Step at a Time
It takes time for employees to become trusting of their colleagues and leaders. Rather than rushing into an elaborately designed process built to establish psychological safety, take it one step at a time. Begin by sharing information about yourself. Then, welcome disclosures from your employees. This exercise will instill confidence in your employees and show them that sharing is a cause for celebration.
2. Show Appreciation Frequently
Employees that feel appreciated are more communicative, creative and productive. Cultivate an environment where employees feel that their ideas are valued. Thank employees for their contributions and remind them that they are an integral part of your team.
3. Recognize and Embrace Mistakes
Failure is humiliating, frightening and discouraging. However, it is an opportunity to recognize and embrace your mistakes. Leaders must set an example for their employees by sharing their failures and what they’ve learned from them. Gather regularly with your team and discuss mistakes that were made and what lessons came from them. When employees understand that it is okay to make mistakes, they are more likely to communicate their need for assistance.
4. Explain Times of Change
Everything changes all of the time. For some, change is exciting and for others it’s daunting. When change occurs at work, it’s important that you inform your employees so that they have time to process and prepare for the transition. Make yourself available to all employees, especially those that appear to be struggling with the transition.
5. Provide Multiple Avenues for Feedback
Allowing employees to communicate feedback in more than one way increases the likelihood of receiving feedback and promotes psychological safety. Some employees may feel comfortable sharing their feedback publicly, while others may prefer to do so in a private setting. Some employees may feel comfortable sharing their feedback verbally, while others may prefer to communicate through writing. Providing multiple avenues for feedback encourages trust between employees and leaders.
6. Follow Up With Feedback
When employees submit feedback but do not receive a follow up, they feel as though they’ve been ignored. This may cause employees to refrain from submitting feedback in the future. When an employee provides feedback, acknowledge their feedback in an email or schedule a meeting with them. If the feedback is worth acting on, inform them of how you intend to implement the feedback. Communication is the key to psychological safety.
🦺Everyone Deserves Psychological Safety
While the office is generally not considered a place for relaxation, employees deserve to feel psychologically safe.
Show your employees that you value them by improving psychological safety in your office. Everyone will reap the benefits!