The term Psychological Safety was first created by Harvard Business School professor Amy Edmondson. According to her psychological safety is “a shared belief that the team is safe for interpersonal risk-taking.” Creating a psychologically comfortable environment helps people to speak out and express their views. 

Psychological safety is the feeling that you are not in danger of being punished for speaking your mind, taking risks, and giving input. In this article, we will explore the concept of psychological safety in the workplace. We will discuss what it is and why it is important to have. We will also discuss some ways in which companies can help their employees feel safe at work. Workplace culture is one of the most important aspects of any company or organization. It can make or break a company's success because people are more likely to be productive when they feel safe and valued at work. Good Leadership Training creates more productive and engaged employees. 

Psychological Safety At Work 

It is a common perception among team members that others will not disgrace, reject, or penalize them for speaking their hearts out. 

“When you have psychological safety in the workplace, people feel comfortable being themselves. They bring their full selves to work and feel okay laying all of themselves on the line,” says David Altman, Chief Research and Innovation Officer. 

The Purpose Of Psychological Safety At Work 

According to a 2017 Gallup report, it was discovered that if organizations enhance psychological safety then it would result in an increased employee engagement which eventually leads to a 12% raise in productivity.  

When Google researchers surveyed its employees in 2015 to establish "what constitutes a strong team," they discovered that psychological safety was the most crucial attribute that impacted a team's performance. 

When employees feel psychologically safe, they will be more productive at their jobs and more creative. They will also be more satisfied with the work environment and less likely to leave the company.  

There are things you can do to make a good influence and alter the culture in your company, whether you're in an entry-level role or leading a team. “You might not be the most powerful person in the organization, and that’s okay,” adds Amy Edmondson, “How you show up still matters.” 

Another crucial factor that plays a predominant role in enhancing the feeling of psychological safety among employees is investing in valuable employee training programs, such as Leadership Development Program or any other valuable programs. This makes employees feel valued and acknowledged for their contribution to the organization. 

Fostering Psychological Safety At Work 

Here are a few practical techniques to create psychological safety, especially during difficult times: 

• Accept What You Don’t Know 

People want to feel like they belong in their workplace. They want to feel safe and secure that they are not going to be judged by their teammates or superiors. This means that they have an opportunity to voice their opinion without fear of being ridiculed or ostracized.  

Nevertheless, having your own voice necessitates vulnerability and that can be daunting for most employees, mainly those who have newly started their careers or are new in their workplace. They usually prefer to be silent. 

However, rather than appearing to have all the answers, Edmondson suggests emphasizing the challenges and uncertainties that lie ahead and being open about what you don't. According to 2012 research, when leaders are candid about their own shortcomings or failures, individuals feel validated in their own developmental journeys and emotions of doubt. 

Finally, these tactics equalize the playing field and reassure everyone of what's the real concern, so that everyone feels their voice and ideas matter. "That only creates the argument for standing up," Edmondson explains. 

An organization needs to identify its potential employees with leadership qualities and sharpen their skills with proper Leadership Skills Training to empower them with the ability to uplift their team and bring out the best in them. 

• Address Issues In A Productive Way 

According to Edmondson, psychological safety is not a silver bullet, and you may periodically meet issues or blunders. When confronted with a problem, she emphasizes the need of monitoring one's own responses and responding in a productive manner. That doesn't mean taking aid of embellished words each time you speak, but rather recognizing and honoring the individual for coming forward, she advises. 

• Get acquainted with modern technology 

Psychological safety is possible to establish even when working remotely. While video chats and instant messaging tend to lose the subtleties of communication, they also present new chances to create connections with people inside your business. "Building psychological safety in virtual teams requires time and strategy, but it pays off in terms of participation, collegiality, healthy dissent, and idea generation," excerpts from a recent Harvard Business Review Article co-written by Edmondson.  

She further advised leveraging tools like hand-raising, break-out rooms, anonymous polls, and chat functions to encourage the involvement of everyone. It might also be beneficial to alternate which team member handles the meeting and to gain diverse viewpoints. 

Latest Leadership Training processes involve lessons on new technologies as well. Ensure that the program you are investing in is up to date with state-of-the-art technologies. 

• Have A Feeling Of Purpose 

An integral step toward establishing psychological safety is to know your purpose in your work field. Simply put, you should understand why your job is important in the context of your organization and beyond. People are more inclined to speak up when they believe their thoughts are valued.  

A feeling of purpose or mission can also benefit in a variety of ways. According to research, when individuals believe their work has a purpose or meaning, they are happier, more productive, and remain in their jobs for a long time. 

Final Words 

A values-based culture is key to a successful work environment. However, it is up to the companies to decide which values they want to stand for and how they want their employees to feel. Though it’s crucial for companies to know that employees who feel psychologically safe in the workplace are more likely to perform better and stay longer. They are more engaged and less stressed, and they have higher levels of creativity. 

In short, it helps in enhancing the self-confidence and conviction of employees which are critical factors in enhancing employee satisfaction and engagement. Many companies have begun to focus on creating a psychologically safe work environment in order to improve performance, increase employee satisfaction and decrease turnover rates. 

Taking care of your employees and developing their skills will most likely be reciprocated since it is the employees who take care of your customers and plays a significant part in increasing the revenue.