Creating Psychological Safety in the Workplace

by Feb 9, 2023

Psychological safety in the workplace is the cornerstone of a positive and productive culture. “Psychological safety is the belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes.”

To build and manage high-performing teams, leaders must actively work to create an environment where individuals feel safe to express their ideas, opinions, and concerns without fear of negative consequences. 

Take a look at your company. Do people feel safe giving each other feedback, or do you have a culture of shame, blame, and gossip?

 

Creating psychological safety in the workplace

Here are three ways to create a culture of psychological safety.

 

Set the stage

As a leader of a team, it’s important to set the stage for psychological safety by creating a shared identity among team members and providing structure for them to feel safe in their work. 

This includes fostering a sense of their individual contribution and cohesion as a team, and being open and transparent about any challenges or uncertainties that may arise. 

Additionally, it’s crucial for the leader to role-model vulnerability and show their humanity in order to establish credibility and trust where team members feel comfortable being open and honest in return. Don’t be a “Do as I say, not as I do” kinda boss. 

 

Invite participation

To foster a culture of participation and inclusivity, it’s important to be intentional and creative in inviting diverse perspectives and ideas. This can be done by actively seeking input from team members through open-ended questions, instead of directing them on what to do. 

Psychologically safe space is a courageous space where people feel safe dissenting opinions and delivering constructive criticism, by inviting participation and encouraging individuals to challenge and question ideas, which ultimately leads to stronger culture. The opposite of courage isn’t cowardice; it’s conformity. And conformity is where innovation goes to die. 

 

Respond productively

Finally, the most critical element that leaders often forget is to acknowledge and respond appropriately to team members who have mustered the courage to speak up and express their ideas or concerns.

The way in which you address their input sets the tone for future communication and encourages them and others witnessing this interaction to continue taking risks and speaking up in the future. 

Show them that you value their input and take their concerns seriously. Practicing these skills and regularly discussing psychological safety within the team can help prevent a single negative comment from undermining the overall sense of safety for everyone. 

 

Conclusion

Psychological safety, just like authenticity, isn’t a permanent state but rather is constantly being created and reinforced through the actions and behaviors of team members. It can be easily undermined by a single negative comment or action, and it’s the responsibility of the team leader and members to continuously build and maintain it. 

In other words, psychological safety is an ongoing process that requires constant attention and effort to foster and maintain, just as authenticity is determined by one’s choice to be authentic in each moment.

 

Sincerely,

The Civility Partners Team

 

PS: Are you ready to take your team’s performance to the next level? We have an exciting opportunity for you. We’re giving away a FREE resource, a webinar on “Creating and Measuring Psychological Safety” on March 15th, 10AM Pacific, with our Director of Learning and Development, Anya Soto!

This webinar is worth 1 SHRM PDC for all live attendees. Don’t miss out on the opportunity to learn and improve your team’s performance and culture!

Claim your spot here.

 

 

Do you know how much money chronically bad behavior costs your company? Spoiler alert – it’s a LOT higher than you want it to be. Download our data and worksheet to see how it’s costing your organization and what you can do to fix it.

About Catherine Mattice

Catherine Mattice, MA, SPHR, SHRM-SCP is President of consulting and training firm, Civility Partners, and has been successfully providing programs in workplace bullying and building positive workplaces since 2007. Her clients include Fortune 500’s, the military, several universities and hospitals, government agencies, small businesses and nonprofits. She has published in a variety of trade magazines and has appeared several times on NPR, FOX, NBC, and ABC as an expert, as well as in USA Today, Inc Magazine, Huffington Post, Entrepreneur Magazine, and more. Catherine is Past-President of the Association for Talent Development (ATD), San Diego Chapter and teaches at National University. In his book foreword, Ken Blanchard called her book, BACK OFF! Your Kick-Ass Guide to Ending Bullying at Work, “the most comprehensive and valuable handbook on the topic.” She recently released a second book entitled, SEEKING CIVILITY: How Leaders, Managers and HR Can Create a Workplace Free of Bullying.

5 Corporate Shortcomings for Newly Promoted Managers

If you've ever been promoted from the ranks of the worker bees to the lofty position of a manager, you know it's like jumping into the deep end of the corporate swimming pool without knowing how to swim. It's a thrilling, yet terrifying experience that can often leave...

It’s Human Resource Professional Day!

A profession that often flies under the radar but plays a pivotal role in making organizations thrive - Human Resources (HR).  On this special occasion of HR Professional Day, let's give a shout-out to the unsung heroes behind the scenes, ensuring that organizations...

Inclusive Culture: What Does It Actually Mean?

There is a lot of talk about “inclusive culture” in the workplace. But what does it actually mean? In its purest form, an inclusive culture is about creating an environment where every individual feels valued, respected, and empowered, regardless of their background,...

What can we all learn from recent layoffs?

10,000 layoffs at Microsoft. 6,000 layoffs on Twitter – that's a whopping 80% of their workforce! Amazon isn't far behind, with 18,000 layoffs Even Meta is planning to cut another 10,000 jobs.  And Google? Well, they've let go of 12,000 of their own. Job market is...

Mastering Retention: The Manager’s Role

As someone who has spent quite some time in the workplace, I've noticed something odd: talented people seem to leave their jobs more often than not. It's always a bit baffling when someone with all the skills and abilities a company needs up and leaves for seemingly...

3 Ways to Foster Emotional Intelligence Within Your Team

Ever wondered what sets truly successful teams apart? It's not just about technical skills and expertise – it's also about something more intangible yet incredibly impactful: Emotional Intelligence (EQ). Picture a workplace where challenges are met with ease,...

The Importance of Promoting Mental Health at Work

It is important to prioritize mental health not just in our personal lives, but also in our professional lives. Work can be a significant source of stress and anxiety for many individuals, and promoting mental health in the workplace can have multiple benefits. In...

Intercultural Communication in Organizations

Intercultural communication is like a bridge that helps people from different backgrounds talk to and understand each other. It's not just about language, but also about how we express ourselves. Take me, for example—I'm from the Philippines, working at Civility...

Nurturing an Inclusive and Diverse Mindset for a Better World

In a rapidly evolving world, where the boundaries between cultures, perspectives, and experiences are becoming increasingly porous, cultivating an inclusive mindset has never been more crucial. An inclusive mindset is not just a buzzword; it's a fundamental shift in...

Psychological Safety Should Be a Part of Your Safety Programs

In today's modern workplaces, we recognize the growing importance of psychological safety. It's not just another buzzword; it's a fundamental concept that we value deeply. Just as we prioritize physical safety measures to protect our employees, we understand that...