Psychological Safety at Workplace

Psychological safety in the workplace means employees feel confident to ask questions, admit mistakes, take risks, and share their opinions. It is based on trust and mutual respect among colleagues. Employees feel emotionally safe to speak up, share ideas, and give feedback. Psychological safety also allows people to be themselves at work. When employees feel acknowledged, valued, and respected, they become more motivated. As a result, they are more willing to take positive risks, express their thoughts, and be creative.

Why is Psychological Safety needed in the workplace?

Positive emotions linked to psychological safety, such as trust and confidence, help employees stay strong and open-minded. They also become more creative when solving problems. Workplaces that feel psychologically safe are better at keeping talented employees. These organizations often earn more revenue per employee. In addition, when employees feel emotionally safe, they respond better to change. They become more positive, flexible, and innovative during organizational change.

In a research study of nearly 300 leaders over two and a half years, we found clear results. Teams with high psychological safety showed better performance. They also had fewer interpersonal conflicts. Research also shows that organizations benefit from diverse ways of thinking. Teams made up of people with different life experiences are better at identifying problems. They are also more creative in finding effective solutions than teams with similar backgrounds.

Stages of Psychological Safety Workplace

A psychologically safe workplace starts with a sense of belonging. People need to feel that they are accepted. When basic human needs are met, individuals can reach their full potential. In the same way, employees must feel included and valued. Only then can they truly contribute and help their organizations grow. According to Dr. Timothy Clark, the author of The 4 Stages of Psychological Safety, employees move through four key stages. These stages help them feel included and confident. Only after progressing through them do employees feel comfortable contributing value. They also feel ready to challenge existing ways of doing things and support innovation.

Inclusion Safety

It is the first stage that satisfies the basic human need to connect and belong. In this stage, you feel safe to be yourself, are accepted for who you are, and accept your unique personality traits and attributes.

Learner Safety

In this stage, you feel safe to engage in the learning process by asking questions, giving and receiving feedback, experimenting, and making mistakes. It helps to fulfill the needs of growth and development.

Contributor Safety

This stage helps to exhibit your unique skills and competencies to achieve excellent performances.

Challenger Safety

It helps to make you feel safe to speak up and challenge the status quo when you think there’s an opportunity to change or improve.

Fostering Psychological Safety at Work

Enhancement of psychological safety by leaders

By actively soliciting upward feedback, establishing communication rules for conflict management, and building a culture of curiosity.

Creating psychological safety among the members

Team members can promote productive dialogue and debate. Positive interactions and conversations between individuals should be built on trust and empathy.

Psychological safety at virtual work

On a virtual call, you should have the ability not only to look intently at people, and not just listen to their words, but also to see and feel their emotions. Hence, all the members should be given an equal opportunity to participate and exchange ideas, and express emotions.

Conclusion

Psychological safety in the workplace makes workers confident, trustworthy, and competent. Moreover, it encourages them to use their skills and unique attributes that ultimately lead to the success of the organizations and the well-being of employees as well.