Psychological safety is the cornerstone of every high-performing team. Coined by Harvard professor Amy Edmondson in the 1990s, having a psychologically safe workplace refers to an environment where individuals feel safe to express their ideas, ask questions, and admit mistakes without fear of humiliation or backlash. For managers and leaders, it serves as a lens to examine: Do your employees feel psychologically safe in the workplace? And more importantly, what are you doing – or not doing – to foster it?
Why Does Psychological Safety Matter?
A Google study on team effectiveness found that psychological safety was the most critical factor distinguishing high-performing teams. When employees feel safe, they are more likely to innovate, collaborate, and take risks. On the other hand, workplaces lacking psychological safety experience stifled creativity, disengagement and high turnover rates.
A real-life example? Pixar. The animation giant credits much of its success to “Braintrust” meetings, where team members are encouraged to provide candid feedback without hierarchy judgement. The environment of trust fuels their groundbreaking creativity.
The Evolution of the Psychologically Safe Workplace
In the past, workplaces often emphasised compliance over contribution, viewing mistakes as liabilities rather than opportunities for growth. But the modern workplace has shifted. With the rise of diverse teams, remote working, and rapid technological advancements, fostering open communication has never been more crucial. Psychological safety has evolved from a “nice-to-have” to a “must-have”.
What Undermines Psychological Safety?
Leaders may unintentionally erode psychological safety through:
- Micromanagement: Undermines trust and autonomy.
- Favouritism: Creates division and resentment.
- Disciplinary responses to mistakes: Discourages risk-taking and innovation.
A lack of clarity in expectations or feedback can also breed anxiety, making employees hesitant to voice concerns and ideas. Leaders must be vigilant against these pitfalls.
The Pillars of Psychological Safety
Building psychological safety requires intentionality. Key drivers include:
- Inclusive Leadership: Leaders who actively seek and value diverse perspectives foster openness. Google’s Sundar Pichai emphasises listening over speaking to ensure every voice is heard.
- Clear Expectations: Employees thrive when they know the boundaries within which they can experiment and innovate.
- Constructive Feedback: Providing feedback in a way that focuses on growth rather than blame enhances trust.
How Can Leaders Build a Psychologically Safe Environment?
Psychological safety isn’t about avoiding discomfort or shielding employees from accountability. On the contrary, it enables productive conflict and robust debate. It’s about creating a space where individuals feel respected and empowered to contribute authentically.
Watch Out for Psychological Dangers!
Leaders must also be aware of psychological dangers like ‘groupthink’ (a phenomenon where employees conform to avoid conflict) or ‘burnout’ cause by excessive workload, amongst other things. Regularly check-in with your team’s emotional and mental well-being to reduce these risks.
The Business Impact
The benefits of psychological safety extend well beyond individual well-being:
- Good Psychological Safety: Drives innovation, employee engagement, and retention. Companies like Google and Microsoft thrive on fostering such cultures.
- Bad Psychological Safety: Results in high turnover, decreased morale and poor performance.
How Can L&D Practices Help you Develop a Psychologically Safe Workplace?
At DCo, we specialise in empowering leaders to foster psychological safety within their teams. Our training programmes challenge you to step out of your comfort zone, helping you build trust, drive engagement, and unlock your team’s full potential. We work with you to develop customised strategies, ensuring your workplace is not only productive but also a space where everyone can thrive.
Final Thoughts
Psychological Safety is not a destination but a journey – a continuous effort to build trust, encourage growth, and enable excellence. By committing to this journey, leaders not only uplift their teams but also drive long-term business success. Ready to take the first step? DCo is here to guide you. Contact us to find out how we can support you in building a workplace where everyone feels safe to contribute to your business’ success.
