"Psychological safety" has become a catchphrase. Those unfamiliar with the term often think it simply refers to protecting workers’ mental health. However, psychological safety at work is more specific: it is the shared belief among team members that they will not be embarrassed, rejected, or punished for sharing ideas, taking risks, or providing feedback. A psychologically safe workplace begins with a sense of belonging, where employees feel accepted and can contribute fully, ultimately improving their organization.
Psychological safety in the workplace doesn’t mean that everyone is nice to each other all the time. Rather, it means that people feel free to brainstorm out loud, voice half-finished thoughts, openly challenge workflows, share feedback, and work through disagreements together — all while knowing that leaders value honesty and that team members have one another’s backs.
When people openly discuss their own mistakes rather than pointing out others, it suggests that your workplace is psychologically safe.
When workplace psychological safety is present, people feel comfortable bringing their full, authentic selves to work and are confident in pitching any idea to leaders and teammates. Organizations with such safe work environments — where employees feel free to ask bold questions, share concerns, seek help, and take calculated risks — are all the better for it.
Research shows that teams with high levels of psychological safety report higher performance and lower levels of interpersonal conflict. However, it’s important to note that not all team members hold the same perceptions.
The Importance of Psychological Safety in the Workplace:
Psychological safety at work is not just a “nice to have;” it impacts the organization’s bottom line. A higher level of consistent psychological safety helps unlock the contributions of all talent in the organization and ensures the organization is better equipped to prevent failure.
Research has repeatedly found that organizations benefit from diversity of thought, and groups of people with different life experiences are better able to recognize problems and offer creative solutions.
But what if some team members don’t feel comfortable speaking up? What if they’re afraid to share their narratives? What if they avoid suggesting new and innovative ideas because they’re worried about the consequences? Unfortunately, many people feel this way about their workplace. According to one report, only 3 out of 10 employees agreed that their opinions count at work.
People who perceive their work environment as psychologically safe are more willing to engage in risk-taking behaviours that contribute to greater organizational innovation. This ultimately yields a more robust, dynamic, and inclusive organizational culture.
In contrast, when psychological safety at work is low and people are uncomfortable raising concerns, the organization isn’t equipped to prevent failure, and talent begins to disengage. When employees aren’t fully committed to shared organizational goals, the organization loses the opportunity to leverage the contributions of all its talent.
Why Psychological Safety in the Workplace Matters Now More Than Ever?
The rise of the hybrid workplace and virtual work arrangements since the pandemic has made psychological safety at work more complex for leaders today. It can be harder to build a psychologically safe “workplace” when employees are not all co-located and many are working remotely. If you think implementing psychological safety at work is hard, maintaining it is even harder.
Organizations need leaders who can show empathy, demonstrate authenticity, and communicate effectively to create a psychologically safe work environment.
According to one survey, 89 per cent of employees believe that psychological safety in the workplace is essential. Research also suggests there is a strong link between higher employee satisfaction and better business outcomes.
By making psychological safety a priority, leaders can set their teams up for success now and long into the future. Psychological safety plays a huge role in shaping your company's core values and culture.
When a team or organizational climate is characterized by interpersonal trust, respect, and a sense of belonging at work, members feel free to collaborate and take risks, ultimately enabling them to drive innovation more effectively and be more productive.
Reference: Highly Inspired by an article by CCL (Centre of Creative Leadership)
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