Psychological Safety: The cornerstone of workplace wellbeing

Psychological Safety: The cornerstone of workplace wellbeing

In the ever-evolving landscape of modern workplaces, the concept of psychological safety has emerged as a fundamental element in fostering a thriving and inclusive environment. Psychological safety not only underpins employee wellbeing but also drives organizational success. But what exactly is psychological safety, and why is it so crucial for workplace wellbeing?

What is psychological safety?

Psychological safety is the belief that one can express thoughts, ideas, concerns, and mistakes without fear of punishment or humiliation. It’s a critical aspect of a healthy work environment where employees feel safe to take risks, voice their opinions, and contribute without the looming threat of negative consequences.

Amy Edmondson, a professor at Harvard Business School who coined the term, describes psychological safety as “a shared belief held by members of a team that the team is safe for interpersonal risk-taking.”

Why psychological safety matters

Psychological safety is more than just a feel-good concept; it has profound implications for both individuals and organizations. Here’s why it’s essential:

• Enhances wellbeing and mental health
  • Reduces stress and anxiety: In psychologically safe environments, employees are less likely to experience the stress and anxiety that come from fear of making mistakes or speaking up. This reduction in stress contributes significantly to overall mental wellbeing.
  • Promotes authenticity: When employees feel safe, they can be their true selves at work, leading to greater job satisfaction and lower burnout rates. They no longer need to wear a mask or suppress parts of their identity to fit in.
• Boosts engagement and productivity
  • Encourages engagement: Employees who feel safe are more engaged. They are willing to contribute more actively, take initiative, and go the extra mile because they know their efforts are valued.
  • Increases productivity: Teams that operate in a psychologically safe environment are more productive. They communicate more effectively, collaborate seamlessly, and innovate more freely, driving overall performance.
• Fosters innovation and creativity
  • Encourages risk-taking: Innovation often involves risk. In a safe environment, employees are more likely to propose bold ideas and experiment with new approaches, leading to breakthroughs and creative solutions.
  • Facilitates learning from mistakes: Mistakes are seen as opportunities for learning rather than failures. This perspective enables continuous improvement and cultivates a culture of resilience and adaptability.
• Supports inclusive culture
  • Promotes diversity of thought: Psychological safety ensures that diverse voices and perspectives are heard. This inclusivity fosters a richer exchange of ideas and prevents groupthink, enhancing problem-solving capabilities.
  • Builds trust and respect: A safe environment nurtures mutual trust and respect among team members, laying the foundation for strong, cohesive teams where everyone feels valued.

How to cultivate psychological safety

Creating a psychologically safe workplace requires intentional effort and commitment from leadership and all team members. Here are some strategies to foster this crucial element of workplace wellbeing:

• Lead with empathy and vulnerability
  • Leaders set the tone for psychological safety. By demonstrating empathy, actively listening to their team, and showing vulnerability, leaders encourage others to do the same. This creates a culture where employees feel safe to express their true selves.

• Encourage open communication
  • Establish channels and practices that promote open and honest communication. Regular check-ins, feedback sessions, and open-door policies can help employees feel more comfortable sharing their thoughts and concerns.
  • Creating psychological safety at work is easier when you have a thorough understanding of the unique personalities and workstyles of each team member—including yourself. Resources like personality assessment tools are a great way to help improve these empathetic communication skills. By knowing how each member of their team prefers to receive feedback, leaders can collaborate more effectively. There are many personality assessments on the market. The key is knowing which one offers science-backed solutions you can follow through on. For example, the NavigateYOU assessment integrates seamlessly with our clients’ existing wellbeing strategy. This allows them to gather data and act on the results without leaving their wellbeing platform.
• Embrace diversity and inclusion
  • Actively seek and celebrate diverse perspectives. Implement training and initiatives that promote inclusivity and educate employees about the importance of embracing different viewpoints and experiences.

• Create safe spaces for discussion
  • Provide forums or platforms where employees can share their ideas, ask questions, and discuss challenges without fear of judgment. This can be in the form of team meetings, workshops, or anonymous suggestion boxes.
• Model and reward risk-taking
  • Encourage employees to take calculated risks and explore new ideas. Recognize and reward efforts, even when they don’t lead to immediate success. This reinforces the value of experimentation and learning from failure.

• Implement clear and fair policies
  • Develop and communicate clear policies around respect, inclusion, and accountability. Ensure that these policies are applied consistently and fairly, providing a sense of security and predictability for employees.

Psychological safety in action

Consider a company where psychological safety is a core value. Here, employees openly share their ideas during brainstorming sessions, confident that their contributions will be respected and considered. Teams approach problems collaboratively, drawing on diverse perspectives to find innovative solutions. Mistakes are treated as learning opportunities, and everyone is encouraged to take risks and explore new possibilities.

In this environment, employees feel a deep sense of belonging and purpose. They are motivated to engage fully, knowing that their voices matter. The company, in turn, benefits from high levels of creativity, productivity, and overall performance.

The impact of psychological safety extends beyond the immediate workplace. Employees who feel safe and supported are more likely to carry this positive mindset into their personal lives, contributing to better overall wellbeing. Moreover, as organizations with strong psychological safety set benchmarks for success, they influence broader industry standards and contribute to a more humane and productive work culture.

Psychological safety is not just a nice-to-have; it’s a must-have for any organization aiming to thrive in today’s competitive landscape. By fostering an environment where employees feel safe, respected, and valued, companies can enhance wellbeing, drive engagement, and unlock their full potential.

Investing in psychological safety is investing in your people, and ultimately, in the long-term success and sustainability of your organization.

For more insights on creating a supportive and inclusive workplace, check out the resources on your Navigate wellbeing platform for articles on employee wellbeing and engagement strategies.

If you aren’t a Navigate client, connect with us to learn how a wellbeing platform can help your workplace culture and create healthier and happier employees.

Sources:

Edmondson, Amy C. The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth.

Pew Research. Link.