6 Ways to Improve Psychological Safety at Work
Each of us holds a different view of the world, our personal opinions, and our own ways to solve problems. Openly discussing issues and conflicts in our lives with our friends and family helps us in viewing these problems from a different lens. Oftentimes, having these discussions aids us in finding solutions and resolving conflicts in our lives.
We share our problems with our close friends because we feel safe with them. For the most part, free from judgement when it comes to our decision-making process. Being vulnerable in these relationships is what strengthens them, and in turn, makes them last longer.
So, what is stopping us from acting similarly in the workplace?
Many workplaces have unintentionally fostered a culture where team members feel unable to speak up in meetings, share their learnings and opinions, or disclose their mistakes. If you don’t see this being an issue, imagine how many great ideas are lost to people not feeling safe enough to share them!
What is Psychological Safety?
Psychological safety is a term that was coined in 1999 by organizational behavior scientist Amy Edmondson. Edmondson defines psychological safety as “a belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes, and that the team is safe for interpersonal risk-taking”.
Essentially, team members can share their ideas, and be open to the ideas of their peers. They are encouraged to reveal their failures and experiment with new things. They can provide honest feedback to both their colleagues and members of upper management. All without fear of judgement or punishment.
According to Maslow's Hierarchy of Needs, the need to feel safe is one of the two most basic human needs. This means not only feeling physically safe at work but also psychologically safe. Providing your team with a climate that allows them to ask for help and share their failures without fear of ridicule or punishment isn’t just a suggestion. It’s necessary for a successful business.
How does it affect the workplace?
Now more than ever, employees are looking at company culture as being a driving factor in their reason for applying for a job. More importantly, it’s their reason to stay. In a 2019 multi-country study by Glassdoor, more than half of the respondents stated that culture was more important than salary.
“Across the countries we surveyed, it’s clear that job seekers are seeking more meaningful workplace experiences. Job seekers want to be paid fairly but they too want to work for a company whose values align with their own and whose mission they can fully get behind.” said Christian Sutherland-Wong, Glassdoor President and COO.
Creating a culture based on psychological safety in the workplace will not only attract new applicants but will also make vast improvements in your business as a whole. Psychological safety in the workplace has many additional benefits including:
Enhanced employee welfare and a more resilient team.
Improved team focus resulting in increased productivity, higher morale, and reduced absenteeism.
Increased employee retention.
A more diverse corporate culture leading to different perspectives and a stronger organization.
The four stages
To reach the final goal of a feeling of psychological safety at work, it’s suggested that team members will move through four stages.
Stage one: Inclusion safety
In stage one, team members will begin to feel accepted and included by the other members of the organization. They will start to feel safe to be authentically themselves, and in turn, respect others to be the same.
Stage two: Learner safety
In stage two, team members are open to learning by asking questions. In this stage, team members will start to feel safe enough to admit to small mistakes and ask for help. As noted in The Four Stages of Psychological Safety by Timothy Clark, “mistakes are not failures, but progress”. Therefore, employees should be encouraged to share their mistakes. Not only does it mean they are trying new things, but it can also save someone else from making the same error in the future.
Stage three: Contributor safety
When progressing to stage three, team members will feel empowered to contribute to discussions in a meaningful way and feel safe to share their ideas and suggestions.
Stage four: Challenger safety
In the final stage, team members will feel safe to speak up and challenge their peers and leaders when they see areas for improvement. They no longer feel that challenging the status quo may result in punishment or negative reactions. They can finally work at their full level of capability and feel confident in doing so.
The level of psychological safety that your team experiences can directly impact the levels of performance. Putting more time and effort into the team's progressions through the different stages will only yield greater results and higher team performance. However, it is important to be patient with your team as they move through each stage.
How can Psychological Safety at work be improved?
Lead by example
By far the most effective way to foster a culture of psychological safety in the workplace is to start with yourself. Modeling the behaviours that you want to see from your team will inspire others to follow suit. Share your failures and ask your team to work with you in helping to find ways to solve your problems collaboratively. Be vulnerable, humble, and open to new ideas.
Progress not perfection
You don’t expect a stranger, or someone you just met to immediately tell you their life story. And, you shouldn’t expect that immediate level of trust from your team either. Understand that it will take time for people to begin to truly trust and feel safe with one another. Realize that any setbacks you may encounter along the way are just a part of progress.
Invest in team development
There is no ‘one size fits all’ method for success when it comes to cultivating a psychologically safe workplace. It's important to support your team in building their trust in one another. Take part in a Mindfulness Workshop to provide your employees with a deeper understanding of themselves and those they work with.
Keep an eye out for negativity
Building a team that feels safe sharing their opinions and owning their mistakes takes time and effort. Don't let that time go to waste from the actions of a few people. Likely, these people don’t yet understand the value of what you are trying to teach them. While that's okay in the beginning, acknowledge any negative comments you hear and respond to them right away.
Celebrate success
As important as it is to call out potential disruptions when you see them, it is equally as important to acknowledge progress. If you notice that people are asking more questions in meetings, recognize that. Show your team that you see and appreciate the work they are putting in.
Ask for feedback
The best way to know whether team members are experiencing a meaningful change in the workplace is to ask. Asking for feedback can not only result in helpful insights but also shows your team that you are also looking to improve and that their opinion is valued.
Summary
While this all may seem daunting, it truly is about progress. You may notice as you actively work to encourage a culture of psychological safety, it will continue to spread throughout the team. And, as new people join, your employees will show them through their actions that they can also feel safe to share their failures, concerns, and new ideas.
Fostering a psychologically safe culture creates a feeling of stability for your team. You will see the results of your efforts through reduced turnover, improved employee mental health, increased performance, more diversity, and an overall stronger workplace.
Being vulnerable with your friends and family will strengthen your relationships. Being vulnerable with your team will strengthen your business.