What is psychological safety?
Psychological safety at work is about employees' ability to take interpersonal risks without fear of reprisal. This means that everyone has the opportunity to be heard, speak up and criticise the organisation. Psychological safety requires a growth mindset where managers and employees are open to new input, learning and development. This requires that everyone's voice is considered essential to the development of the organization.
"Everyone can be mission critical."
Amy Edmondson, Professor and Author
Why is psychological safety at work important?
In a world characterised by unpredictability and rapid change, diverse perspectives and cross-collaboration are needed to address the challenges of the future.
This requires that we have organisations and institutions where everyone feels they have the right to speak up, challenge and contribute. Only in this way can we create relevant and sustainable innovation and collaboration. This requires companies to actively work with diversity and inclusion to create psychological safety in the workplace.
How to create psychological safety in the workplace?
There is no quick-fix to creating psychological safety in the workplace. It requires dedicated work and efforts to create inclusive work environments.
Four steps
- Take the temperature of the company's working environment and find opportunities and challenges that can contribute to the creation of psychological security
- Become aware of unconscious biases both among employees, managers and in organisational processes. Biases can be barriers to diversity and the creation of inclusive work environments
- Start with the leaders. Provide training on inclusive leadership so that managers become champions of the agenda and have the tools to facilitate diversity.
- Look at your meetings. Meetings are mini-ecosystems that represent the culture of the organisation. Notice who talks the most, who keeps quiet or holds back, and make sure you have the tools to create inclusive meetings
Questions you can ask yourself as a manager to get psychological security in the workplace
- Is our company actually interested in hearing and including diverse opinions and perspectives?
- How does the company view failing in the organization?
- When was the last time you received criticism/feedback from an employee or colleague?
- How do we practice cooperation between different people who do not think alike?
If you need concrete advice on how your company can achieve an inclusive work environment with psychological safety, contact us here!
Nikoline Nybo
Consultant
BA Anthropology and Chaos Pilot.
Experience in cultural analysis and anthropological methodology, project management and process design, organizational development and facilitation.
Louise Marie Genefke
Consultant
Cand. mag. Marketing & Communication, MA Management and External Lecturer AU.
Experience with management, talent and organizational development, facilitation and Employer Branding.