Natalia Bondar
Psychological Safety at Work
Creating a Culture of Psychological Safety for High-Performing Teams


Psychological safety refers to the feeling of being able to express oneself without fear of negative consequences. This is crucial for promoting open communication, fostering a sense of belonging, and valuing diverse perspectives in the workplace.

Studies [6] has demonstrated that psychological safety enables individuals to take measured risks, express their thoughts openly, be innovative, and take bold steps without the fear of negative consequences. These are the exact behaviors that can pave the way for groundbreaking developments in the market. By creating a supportive and safe environment for employees to communicate, organizations can foster a culture of psychological safety that leads to increased productivity, engagement, and overall well-being.

Psychological safety is crucial for creating high-performing teams.

Recent research has shown psychological safety is positively associated with work engagement, creativity, innovation, and business outcomes:

  • According to a recent Harvard Business Review, 82% of employees report that feeling safe to express their thoughts, feelings, and ideas without fear of negative consequences is important to their work performance. Teams with higher psychological safety have been found to be more creative, innovative, and engaged, leading to better business outcomes. (Harvard Business Review, 2021) [1].
  • Psychological safety is positively associated with work engagement and negatively associated with emotional exhaustion, job demands, and turnover intentions. (Journal of Occupational Health Psychology, 2021) [3].
  • Companies with high levels of employee engagement see 21% higher productivity and 22% higher profitability compared to those with low levels of engagement. (Gallup, 2019) [4].
  • Organizations with high levels of psychological safety have 13% increase in productivity and 50% decrease in turnover rates (Harvard Business Review, 2021) [1] as well as 50% fewer accidents and 41% reduction in quality defects (Gallup) [2], compared to organizations with low levels of psychological safety.

According to a two-year study [5] on team performance by tech giant Google, the most successful teams share a common trait: psychological safety, which is the belief that individuals will not face repercussions when they make a mistake. Paul Santagata, head of industry at Google, emphasizes the crucial role of trust in team dynamics by stating, "There's no team without trust."

These impressive statistics highlight the importance of creating a culture of psychological safety in the workplace.

What organizations can do to create a psychologically safe work environment?

Here are some best practices:

  1. Promote open communication: Encourage employees to speak up and share their thoughts, feelings, and ideas without fear of judgment or reprisal. This can be achieved through regular team meetings, brainstorming sessions, and employee feedback surveys. Provide opportunities for feedback and ensure that all voices are heard and valued.
  2. Create a sense of belonging: Foster a workplace culture that promotes inclusivity and belonging and recognizes and appreciates employee contributions. Encourage employees to bring their authentic selves to work, celebrate diversity, and create a safe and respectful environment for everyone.
  3. Value diverse perspectives: Encourage employees to share their unique perspectives and ideas and create a culture of openness and collaboration. Ensure that all viewpoints are considered.
  4. Lead by example: As leaders, it is important to model the behavior you want to see in others. Be open, honest, and transparent in your communication, and demonstrate that you value and respect your employees.
  5. Provide training and resources: Provide training and resources to help employees develop the skills they need to communicate effectively, be active listeners, resolve conflicts, and promote psychological safety in the workplace. Establish guidelines and protocols for handling difficult conversations and conflict resolution.

By following these best practices, organizations can create a culture of psychological safety that fosters open communication, collaboration, and innovation.

As a psychologist, I help organizations develop and implement strategies and interventions to promote psychological safety in the workplace, such as training on effective communication, active listening, and conflict resolution techniques as well as employee support groups and coaching. Let's work together to create a safe and supportive workplace environment where everyone can thrive.
Resources
1. Edmondson, A. C. (2021). The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth. Wiley.
2. Gallup, "Building a High-Development Culture Through Your Employee Engagement Strategy".
3. Sun, Y., Zhang, X., & Chen, C. (2021). Why Do Psychological Safety and Work Engagement Matter for Employee Well-Being? A Moderated Mediation Model. Journal of Occupational Health Psychology, 26(2), 177–.
4. Deloitte Insights: "The ROI in workplace mental health programs: Good for people, good for business," by Jen Fisher and Kelly Greenwood, May 8, 2019.
5. Google research.
6. Edmondson, A. (1999). Psychological Safety and Learning Behavior in Work Teams. Administrative Science Quarterly, 44(2), 350–383.
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