Feedback: A consultant's key to achieving high performance
9 min read
Learn how psychological safety promotes openness, trust and innovation. Discover the benefits of creating an environment where everyone shares ideas.
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4 min read
Psychological safety is crucial for well-being and efficiency in the workplace. Research shows that when employees feel safe to share ideas and ask questions without fear of negative consequences, both collaboration and innovation improve. Organisations that foster an open and trusting culture see better results and higher employee satisfaction.
Is your organisation ready to strengthen psychological safety?
The company's new strategy is presented. Everyone is listening attentively and you see that Jack is taking notes.
"Any questions?" you ask in the plenary. A few people shift uncomfortably in their chairs, but most just shake their heads, nod appreciatively, smile and maybe give a thumbs up.
'Great, man! That's understood,' you think, 'Maybe the key points need to be repeated a few times, but other than that, we're good to go.'
As a manager with over 30 years of experience, I've been in situations like this many times.
I've learned that it's important to foster a culture where questions are welcome - even when it means stepping out of our comfort zone.
In my view, the adage "he who remains silent, consents" doesn't apply; especially when employees deliberately fail to share their opinions, concerns, ideas or feedback, for example due to fear of negative consequences, lack of trust in management or a culture that doesn't support open communication.
When this happens, we find ourselves in a situation that researcher and author Amy Edmondson, who introduced the concept of "psychological safety," calls "workplace silence."
Because as Amy Edmondson notes in this TEDx Talk, we can have a (natural) tendency to hold back in the workplace:
Most of us don't wake up in the morning thinking: ‘Today I'm going to expose my insecurities and possible incompetence by asking a bunch of questions that I'm probably the only one having.'
Also read: Increase job satisfaction and automation with easier HR and payroll management.
But if we agree that silence is not necessarily the way forward, what do we do?
According to Amy Edmonson, the counterpart is to work on the psychological safety of the workplace.
It's vulnerable to ask questions and admit that we may not know everything. Therefore, we need to be "caught" and supported by a safe environment.
Before we get to the more tangible part of the article - for example, how you as a leader can help create higher psychological safety and how you can measure it - let's take a step back and define the concept of psychological safety:
Psychological safety is about feeling comfortable being yourself in a group. It means you can ask unusual questions, make mistakes or suggestions without fearing how it will be perceived."
On the other hand, psychological safety is not the same as trust or job security. We can trust each other as individuals, but psychological safety is about trust and safety in a group. It creates an environment where you can express yourself freely without fear of appearing stupid or ignorant.
Similarly, psychological safety does not relate to external factors like job security (either).
With a high degree of psychological safety, people share their thoughts and ideas more often. This helps boost performance and innovation.
Google's famous Project Aristotle identified that psychological safety is the most important factor for a successful and productive team.
Psychological safety and performance are closely linked, and through my years as a manager, I've learned how crucial this safety is to a team's success.
When employees feel safe, they can concentrate on their work without worrying about how others perceive them. This means, their skills are optimally utilised and they contribute more effectively to our common goals.
I've seen time and time again how team safety leads to better collaboration, knowledge sharing and mutual support - all of which enhance overall team performance. In a safe environment, mistakes are seen as learning opportunities rather than failures, fostering a culture of continuous improvement and innovation.
Psychological safety is (especially) important when you have:
These two factors mean you need to be out of your comfort zone and in your learning zone, so you need to build a foundation where it's okay to fail, and where you can constantly evolve and take calculated risks.
If you think: "Okay, Pelle, it's great that everyone should feel safe and be able to ask 'stupid' questions, but don't you risk some employees getting too comfortable?"
And yes, accountability is part of the equation. And by that, I mean that everyone takes ownership of their actions, decisions and results and is accountable to each other.
This model can illustrate that interaction and emphasise that if we have low accountability and high psychological safety, we can fall too far into our comfort zone.
Managers are role models and culture bearers - and they are human beings like everyone else. This means that you may (also) need to help them get started with creating psychological safety.
Some of the tools I use are:
How to work with feedback as a management tool.
As a manager, there are several ways you can work on psychological safety - or assess how strong it already is - in your team:
9 min read
Learn how psychological safety promotes openness, trust and innovation. Discover the benefits of creating an environment where everyone shares ideas.
5 min read
Learn how psychological safety promotes openness, trust and innovation. Discover the benefits of creating an environment where everyone shares ideas.
12 min read
Learn how psychological safety promotes openness, trust and innovation. Discover the benefits of creating an environment where everyone shares ideas.
12 min read
Learn how psychological safety promotes openness, trust and innovation. Discover the benefits of creating an environment where everyone shares ideas.
62 min read
Learn how psychological safety promotes openness, trust and innovation. Discover the benefits of creating an environment where everyone shares ideas.
25 min read
Learn how psychological safety promotes openness, trust and innovation. Discover the benefits of creating an environment where everyone shares ideas.
10 min read
Learn how psychological safety promotes openness, trust and innovation. Discover the benefits of creating an environment where everyone shares ideas.
13 min read
Learn how psychological safety promotes openness, trust and innovation. Discover the benefits of creating an environment where everyone shares ideas.
13 min read
Learn how psychological safety promotes openness, trust and innovation. Discover the benefits of creating an environment where everyone shares ideas.