Photo: File used for illustrative purposes
Question: How can companies foster a sense of security in employees to express their emotions? What are the primary indicators of a psychologically secure workplace?
Answer: It's a well-established fact that no matter how exceptional a product or service a company provides, its success hinges on its people. For employees to perform at their best, they need to operate in an environment that supports their well-being. This is where psychological safety becomes crucial.
Psychological safety pertains to an individual's belief about the repercussions of engaging in interpersonal risks within a professional setting. It thrives in an atmosphere where employees feel at ease to voice their thoughts without the fear of humiliation or retribution. This concept was notably advanced by Amy Edmondson, a Harvard Business School professor, who identified it as a cornerstone for high-performing teams.
Studies have revealed that teams characterized by high psychological safety are more productive, innovative, and retain staff more effectively. In such environments, employees are not only more engaged but also more inclined to report errors, contribute to problem-solving, and collaborate seamlessly with their peers. Consider the implications if a healthcare professional felt unsafe to report an error due to the fear of losing their job—the potential risks to patient safety would be immense.
A psychologically secure workplace exhibits several key attributes:
Open Communication: Employees feel at ease sharing ideas and concerns without the threat of negative consequences.
Mutual Respect: A culture of respect prevails among team members, irrespective of their rank or status.
Inclusivity: Diverse viewpoints are encouraged and valued, enriching the pool of ideas and solutions.
Employees can contribute to building a psychologically safe environment through practical actions:
Encourage Open Dialogue: Promote discussions and show genuine interest in others' ideas. Acknowledge contributions and provide feedback respectfully.
Demonstrate Inclusivity: Actively involve all team members in discussions and decision-making. Celebrate diversity and ensure all voices are heard.
Admit Mistakes: Lead by example by openly discussing errors. This normalizes vulnerability and demonstrates that it's safe to acknowledge mistakes without fear of judgment. Mistakes are valuable learning opportunities that foster growth and creativity.
Advocate Fairness: Speak out against unfair practices and support colleagues who may feel marginalized. Ensuring fairness significantly enhances psychological safety.
Leadership plays a pivotal role in fostering psychological safety. Leaders can set the tone by being approachable, encouraging open communication, and demonstrating empathy towards employees' concerns. By openly showing vulnerability, leaders create an inclusive atmosphere where honesty and humility are valued. This behavior from the top encourages a culture of trust and open communication throughout the organization.
A relevant example from Disney's 'Inside Out' illustrates the concept of psychological safety. The movie explores the emotions of Riley, a young girl adjusting to a new environment. A key scene involves Sadness and Joy influencing Riley's reactions. Sadness allows Riley's imaginary friend, Bing Bong, to express his sadness over his diminishing role. Joy initially tries to suppress these emotions, but learns that acknowledging and accepting these feelings is crucial for psychological healing and safety. This scene underscores the importance of expressing a range of emotions safely and without judgment.
Building psychological safety is an ongoing process that benefits from collective efforts. By fostering an environment where everyone feels safe to express themselves, organizations can unlock their workforce's full potential, driving innovation and achieving superior results.
Roujin Ghamsari, an esteemed HR practitioner and CIPD fellow, is recognized among the 'Most Influential HR Practitioners 2023'. She excels in collaborating with C-Suite leadership to develop and implement effective people strategies, enabling organizations to achieve their strategic goals.
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