Is My Workplace Psychologically Safe?

If you work in human resources, you may have heard the term “psychological safety” in recent trainings. While it’s been around for years, it has become a recent hot-button topic for many HR managers to ensure employees feel psychologically safe at work. 

In this article, we break down what you should know about psychological safety, how you build a psychologically safe workplace, and how to identify if your organization already is psychologically safe. 

What is Psychological Safety? 

The term "psychological safety" refers to when a person can take risks without fear of negative consequences. 

In a work setting, psychologically safe teams are emotionally secure to challenge the status quo or present ideas without fear of being criticized. 

Why is Psychological Safety Important at Work? 

When leaders create an emotionally secure workplace, workers become more involved and more likely to present game-changing ideas. This sense of security also generates an overall caring and positive workplace culture. 

Psychological safety supports highly efficient teams and resilient organizations. These teams can request assistance or confront ideas and work methods of others in the group without anyone feeling threatened or unsupported. 

This level of integrity and openness allows risks to be minimized so that new ideas are developed and implemented. Ultimately, psychological safety increases team performance, innovation, and creativity, and enhances overall organizational outcomes. 

What is the outcome of an environment that is not psychologically safe? 

When employees are not comfortable discussing their failures and problems, they remain secrets. This could lead to blame, mistrust, and preventable workplace accidents. 

What is an example of not having a psychologically safe work environment? 

In 1986, a nuclear plant in Ukraine suffered a severe nuclear disaster. Although the plant itself had an unsafe structure, the larger culture of the era did not promote the need for addressing problems. Fear of authority and the need for power in communism resulted in skepticism and anxiety.  

In the end, the operator was unable to raise any concerns regarding safety or the shutdown of electrical appliances, which lead to the Chernobyl disaster. 

How quickly are psychologically safe workplaces created? 

It takes time to feel safe. Like Maslow's hierarchy of basic needs, workers need to feel accepted to be effective and contributing to their organization. 

Dr. Timothy Clark, CEO and Founder of Leadership Factor, explained there are four stages of psychological safety: inclusion, learner, contributor, and challenger. 

Stage 1: Inclusion Safety 

Inclusion safety fulfills one of the fundamental human needs to connect by accepting others in a way that includes their unique characteristics. 

Stage 2: Learner Safety 

Learning safety refers to an environment where people have learning opportunities that allow them to grow. Employees exchange knowledge and learn by questioning feedback and analyzing mistakes. 

Stage 3: Contributor Safety 

Contributor safety is essential for making an impact. Employees feel comfortable using their talents to contribute meaningfully. 

Stage 4: Challenger Safety 

Challenger safety is needed for companies to improve. They are confident in exposing the status quo when they believe the opportunity for improvement exists. As a leader, you should encourage employees' feeling of safety and trust within the workplace to make it easier to take risks and speak up.

How can managers improve workplace psychological safety? 

There are several things managers can do to build upon or create psychological safety at work. 

1. Communicate openly

The first step to creating psychological safety at work is to encourage open communication. Listen actively by giving your full attention, acknowledge concerns, and respond thoughtfully. Talk openly about concerns, ask questions, and provide help when needed. 

Model behavior and create a platform that empowers employees to question processes and act as leaders. If employees do not feel confident to freely express themselves, you may want to consider creating an anonymous channel for workers to provide feedback, raise concerns, and share ideas. 

2. Encourage open dialogue and new ideas – and act on them

Your employees may have new and innovative suggestions about improving something they could easily do. Give them the chance to talk about their ideas and provide an opportunity for them to contribute. 

3. Consider how you discipline employees

If your workplace punishes employees for errors, your team psychological safety rating will be low. Employees need to be comfortable with a safe level of interpersonal risk taking to learn from their mistakes and improve performance.  

A psychologically safe workplace allows workers to discuss errors openly without punishment. When employees feel safe to raise concerns, they are more likely to report and discuss problems that may be detrimental to the company. 

4. Celebrate wins!

To promote psychological safety, keep noticing what goes smoothly and make a big deal about each success. Celebrate all the good stuff, even if there are minor problems. Creating positive relations among coworkers will foster camaraderie and trust, which builds on your positive workplace culture. 

5. Give credit where credit is due

There is nothing more deflating than to not be acknowledged for your contribution to a significant project.  

A psychologically healthy workplace fosters an environment where leaders and coworkers share credit and acknowledge skills used for company successes. Encouragement and gratitude go a long way to enhance self-esteem. 

6. Be transparent about failures

Let employees be comfortable sharing what they learned and what mistakes they made. Explain how failure can benefit an organization's success, depending on how change is implemented. 

How do I know if my workplace is psychologically safe? 

There are several ways to assess your psychological safety at work to help you gauge whether team members feel safe. 

Surveys and Assessments 

Find or create a workplace survey or assessment to measure psychological safety. This may be the most objective way of rating various psychological safety matters. 

One-on-One Conversations 

Have informal conversations with colleagues and supervisors to gauge their perspectives on safety in the workplace when discussing how to enhance high performing teams. 

Observation 

Pay attention to how conflicts are handled and how feedback is given and received in your meetings and daily interactions. Employees who feel shut down or criticized are less likely to contribute and take interpersonal risks. 

What should I ask about or watch for to determine psychological safety? 

When determining your employees’ level of psychological safety, gather information from the following questions: 

• Do subordinates speak up in meetings? 

• • When they speak up, do employees voice their opinions, ideas, and concerns without fear of retribution? 

• Are you and other leaders approachable and willing to listen to employee concerns? 

• Do you consistently have the same contributors, or are there diverse perspectives included in decision-making? 

• • Are ideas only presented from top-down without anyone questioning their suggestions? 

• Are interactions between colleagues and leaders respectful and supportive? 

• Does your company support a healthy work-life balance? 

• • Do you have resources available for mental health and well-being? 

• How do colleagues talk about their experience at work?  

• Do your managers have a hard time motivating employees to return to the job? 

If you find areas where psychological safety is lacking, implement a human resource management review to explore ways for fostering psychological safety.  

Where can I get help with creating psychological safety in the workplace? 

Your efforts to build psychological safety will enhance your team's innovation and effectiveness. If you need guidance with creating a psychologically healthy workplace, please contact your certified HR expert.  

Not a current Stratus HR client? Book a free consultation and our team will contact you shortly.