Know safety, No accident !!

The phrase "Psychological Safety" has recently generated a lot of discussion. Is the buzz worth it? How can we tell if we are in a situation that is not psychologically secure? How can individuals and leaders help create a psychologically safe place? What are the biggest challenges to establishing such a secure environment?

It's all covered in this article!

Is it worth the buzz?

Psychological safety at the workplace is a critical aspect of creating a healthy and productive work environment. It refers to the feeling of being able to take interpersonal risks without fear of negative consequences, such as ridicule, ostracism, or punishment. When employees feel psychologically safe, they are more likely to speak up, contribute to group discussions, share their ideas, and experiment with new approaches. This can lead to greater innovation, creativity, and collaboration, as well as better job satisfaction and employee retention.

Consider this famous case study of the Boeing 737 MAX Aircraft Tragedy:

Also, there is a crucial link between job safety and mental wellness. The action-consequence link diagram shows how these two concepts relate to one another.

Research has shown that psychological safety is a key factor in high-performing teams.

In a study conducted by Google, it was found that psychological safety was the most important factor in determining team effectiveness. The study defined psychological safety as "a shared belief held by members of a team that the team is safe for interpersonal risk-taking." Teams with high levels of psychological safety were found to be more likely to share knowledge, admit mistakes, and take risks, which led to greater innovation and improved performance.

Is my workplace Psychologically Safe?

Several signs can indicate whether a workplace is psychologically safe or not. Here are some things to consider:

Trust: Employees feel comfortable trusting their coworkers and managers with their personal information and concerns without fear of negative repercussions or judgment.

Open communication: Employees feel comfortable expressing their opinions and ideas openly, without fear of negative consequences or backlash.

Respect: Employees feel respected and valued by their coworkers and management, and their contributions are acknowledged.

Support: There is a culture of support, where employees feel they can ask for help when they need it, and there are resources available to support them.

Fairness: There is a sense of fairness and justice in the workplace, where decisions are made impartially, and there is no discrimination or bias based on factors such as gender, race, or ethnicity.

Psychological resources: There are resources available to support employees' mental health and well-being, such as counseling services or access to mental health professionals.

If your workplace exhibits these signs, then it is likely that it is psychologically safe.

How to Create a Psychologically Safe Workplace?

The twin pillars of maintaining a psychologically secure environment are managers and employees.

Here are some ways leaders can promote psychological safety in the workplace:

Encourage open communication: Leaders should encourage employees to speak up and share their ideas. This can be done through regular team meetings, one-on-one meetings, and open-door policies. Leaders should actively listen to their employees and make sure they feel heard.

Reward experimentation: Leaders should reward employees who take risks and experiment with new approaches. This can be done through recognition programs or promotions for successful projects.

Create a culture of learning: Leaders should promote a culture of learning and growth, where employees are encouraged to ask questions, seek feedback, and learn from their mistakes. This can be done through training programs, mentoring, and coaching.

Lead by example: Leaders should model the behaviors they want to see in their employees. This means being open to feedback, admitting mistakes, and demonstrating a willingness to learn and grow.

As an employee, there are several ways you can contribute towards creating a psychologically safe workplace.

• Be respectful and supportive of your colleagues

• Speak up about concerns

• Be aware of your own biases

• Respect confidentiality

Key Challenges

Creating a psychologically safe workplace can be a challenging task for managers. Some of the key challenges they may face include:

• Lack of awareness: Some managers may not fully understand what psychological safety means and why it is important. They may not realize that psychological safety is not just about being nice to employees but also about creating an environment where people feel comfortable to speak up, share their ideas, and challenging the status quo.

• Resistance to change: Creating a psychologically safe workplace often requires changing the culture of the organization. This can be difficult if there is resistance from employees who are used to a different way of working. Managers may need to communicate the benefits of psychological safety and work with employees to understand and address their concerns.

• Fear of reprisal: Employees may be afraid to speak up if they fear retaliation or negative consequences for doing so. Managers need to create an environment where employees feel safe to speak up without fear of retaliation and take steps to ensure that any reports of retaliation are taken seriously and addressed promptly.

• Lack of trust: Trust is a key component of psychological safety. If employees do not trust their managers, they are less likely to feel psychologically safe. Managers need to build trust with their employees by being transparent, honest, and consistent in their actions.

• Communication barriers: Poor communication can undermine psychological safety. Managers need to ensure that communication is clear, respectful, and inclusive. They should also encourage open and honest communication among employees, and be willing to listen to feedback and act on it.

Conclusion

In conclusion, psychological safety is a critical component of a successful and productive workplace. By creating a supportive environment where people feel safe to speak their minds, organizations can encourage open communication, foster innovation and creativity, and improve employee well-being. It takes effort and commitment, but the benefits are well worth it.

References

Edmondson, A. (2018). The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth. John Wiley & Sons.

Google. (2015). Re: Work - Guide: Understand team effectiveness. Retrieved from https://rework.withgoogle.com/guides/understanding-team-effectiveness/steps/introduction/

Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692-724.

Lencioni, P. (2012). The Five Dysfunctions of a Team: A Leadership Fable. John Wiley & Sons.