Cultivating an Environment of Psychological Safety
In many workplaces, employees often feel hesitant to speak up, share their ideas, or admit mistakes. This environment stifles collaboration and breeds anxiety, creating a barrier to productivity and job satisfaction.
Psychological safety, a concept introduced by Harvard Business School professor Amy Edmondson, is the belief that the workplace should be free of retribution or retaliation. Work should be a place employees can feel safe for interpersonal risk-taking and where their input is valued.
Psychological safety doesn’t mean that everyone gets along all the time, but centers around creating a culture where employees feel comfortable expressing themselves without fear of ridicule or retribution. For groups struggling with a lack of psychological safety, understanding and fostering this principle can transform their teams, improve morale, and boost productivity.
Building a Psychologically Safe Workplace
Creating a culture of psychological safety is an ongoing process that requires commitment from leadership and active participation from all team members.
Here are some strategies and phrases you can use to help foster psychological safety in your workplace:
Lead by Example
Leaders play a crucial role in setting the tone for psychological safety. By modeling inclusive behaviors, admitting their own mistakes, and showing vulnerability, leaders can signal that it’s okay to take risks and be imperfect.
When leaders actively listen and show empathy, they create a space where employees feel heard and respected. Simple phrases can communicate psychological safety, such as:
“This is a complex matter so we will make some mistakes.”
“I need another pair of eyes on this. Do you have time to look at it?”
Encourage Open Communication
Promote an open-door policy where employees feel comfortable sharing their thoughts and concerns. Regular team meetings and one-on-one check-ins can provide platforms for open dialogue.
Encourage employees to speak up by actively soliciting their input and showing appreciation for their contributions. It is equally important to remember that negative feedback is not a personal affront, but rather a critical part of the constructive and collaborative process.
“This is new territory for us, so I would like everyone’s input.”
“Jane, you haven’t said much, what are your thoughts?”
Reward Risk-Taking and Learning
Shift the focus from solely achieving results to also valuing the learning process. Recognize and celebrate efforts, even when they don’t lead to immediate success. This helps to create an environment where employees are not afraid to take calculated risks and learn from their experiences.
For example, ask questions like:
“Did things run as smoothly as you would have liked? What were the friction points? Are there any systems we should retool?”
Provide Constructive Feedback
Feedback is essential for growth, but it needs to be delivered in a constructive manner. Focus on specific behaviors and outcomes rather than personal attributes.
Ensure that feedback is a two-way street, encouraging employees to provide feedback to their peers and managers as well.
“Thank you for providing clarification on this.”
“That’s one approach. Let’s hear from the other side now.”
Establish Clear Norms and Expectations
Clearly define the norms and expectations for team interactions. This includes establishing guidelines for respectful communication and behavior.
When everyone understands what is expected of them, it creates a sense of fairness and predictability, which contributes to psychological safety.
Address Issues Promptly
When issues of incivility or disrespect arise, address them promptly and fairly. Allowing negative behaviors to persist can erode psychological safety and trust within the team.
Demonstrating a commitment to maintaining a respectful and inclusive environment reinforces the importance of psychological safety.
“I really appreciate you bringing this to me; I’m sure it wasn’t easy.”
“Tom, I noticed during our meetings that you’ve been interrupting Joe when he’s speaking. It’s important that we all practice active listening and respect each other’s contributions.”
The Bottom Line
Psychological safety is not a one-time initiative but a continuous effort that requires dedication and mindfulness from the entire organization. By cultivating a workplace where employees feel safe to express themselves, take risks, and learn from failures, organizations can unlock the full potential of their teams.
The benefits of psychological safety extend beyond improved performance and innovation; they encompass the overall well-being and satisfaction of employees, leading to a healthier, more productive, and resilient workplace.
Brooke Daphne
Labor Representative