How to Create Psychological Safety in the Workplace; 8 Proven Ways

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How to Create Psychological Safety in the Workplace

In our world today, our places of work are now fast paced and highly competitive, which is seen as not very good environment for our mental health. Creating psychological safety in our workplace is very essential since it fosters a culture of trust, creates a friendly liveable atmosphere, which is good for the mind and help us function(think and work) properly, enhance collaboration, and innovation. At the end of this article you will understand How to Create Psychological Safety in the Workplace.

Understanding what psychological safety really is

Psychological safety simply means an environment where employees feel comfortable taking risks, collaborating, sharing ideas, striving to do more and expressing their opinions without fear of any negative comment or consequences.

When employees of business organisations have a sense of psychological safety in their place of work, they are more likely to contribute their best to work and improve as the days go by.

Here in this article, we will delve into various sub-headings, from importance of psychological safety in workplace to strategies on how to create psychological safety in the workplace and lots more.

The Importance of Psychological Safety

The importance of psychological safety is just too numerous to be listed all out here in this article. Psychological safety is vital for several reasons but just a few are shortlisted as follows, they are;

  • Improved Communication and Collaboration amongst employees:

When there is a psychologically safe working environment, employees tend to feel safe to express their thoughts and ideas, communication becomes more easy, zeal for the work is expressed more. This all leads to better teamwork, co-operation and problem-solving in the workplace.

  • Increased sense of Innovation and Creativity:

In an employee friendly environment, individuals (employees) are more willing to take risks and share innovative ideas about their work. This helps fosters a culture of creativity and encourages out-of-the-box thinking, that could help the total growth and development of the business being worked for.

  • Enhanced Employee Engagement (E.E.E):

When employees feel psychologically safe In their workplace, they are propelled to be more engaged and participate in work. They feel valued and respected, leading to a higher job satisfaction..

  • Effective Conflict Resolution:

In psychologically safe workplaces, any form of conflicts can easily be resolved through a round table talk or dialogue. Employees will definitely feel safe raising concerns about an ongoing conflict, which will lead to a faster settling process and building of stronger relationships.

How to Create Psychological Safety in the Workplace

How to Create Psychological Safety in the Workplace

Here are some strategies you can adopt to create psychological safety in the workplace;

  1. Lead by Example

Leaders or superior bodies in every organisation should have a very significant impact on the organisation’s culture. To create a psychologically safe working environment. Leaders must lead by example. They should openly share their mistakes, ask for feedback, and encourage others to do the same without any negative comments or abusive words, that may intimidate them. Leaders should actively listen to their team members, show empathy, love, a sense of co-operation and create an inclusive environment where everyone’s voice is valued and heard.

  1. Encouraging Open Communication

The organisation should do well to establish clear channels of communication for their employees and encourage them  to express their opinions, ideas, thoughts and concerns towards their work and everything else in relation to it. This particular strategy will help foster an environment where employees feel comfortable because their complaints and ideas are laid and are heard, asking questions and enhancing conventional thinking too. Regular team meetings, one-on-one dialogues and feedback sessions can provide opportunities for a more open communication form, for the whole organisations work force.

  1. Practice and Promote Active Listening

Active listening is a very essential skill for creating a psychologically safe working environment. When employees feel heard, they are more likely to share their thoughts and concerns the more. This strategy encourages active listening by providing, training and fostering a culture that values listening to feedbacks from employees without being sentimental or judgmental. Leaders or superior bodies in the organisation can set the example by actively listening to their team members during meetings, discussions and make improvements on them.

  1. Provide Constructive Feedback

Feedbacks should be a two-way thing. Always ensure that feedback are collected  regularly and constructively, with a focus on growth and improvement rather than blame or punishment on the complainant. Encourage employees to provide feedback to their peers and superiors, creating a culture of continuous learning and development In the industry.

  1. Support Risk-Taking

In psychologically safe environment employees are inspired to take risks, try out new methods of work and improve on their self from experiences of past work\failure, without any fear of repercussions, negative comments, or punishments. It is ideal for superiors of a business organisation to frequently celebrate and recognize employees who take risks and provide their support and resources to experiment and learn from their past experiences. Encouraging the risk-taking character in employees will definitely promote a sense of  innovation, co-operation and growth within the organisation.

  1. Foster a Learning Culture

Create a culture that values learning and embracing mistakes, and seeing them as a medium for improvement. The organisation should learn to encourage employees to share their lessons learnt from their past opportunities and promote a mindset of continuous improvement towards work. They should establish regular knowledge-sharing sessions with their employees, lunch-and-learn sessions, or mentoring programs that will foster a culture of learning, change and continuous development amongst them.

  1. Address Incivility, hate words and Bullying in the workplace

Incivility, harsh words and bullying stirs up a psychologically unsafe working environment and creates a harsh work environment. It is very important to address any form of the aforementioned behaviors, strictly before much harm is caused. Implement policies and procedures to prevent those actions from reoccurring and address workplace incivility, providing employees with a safe means of reporting such incidents and ensuring appropriate consequences for offenders of the set policies.

  1. Invest in Training and Development

Offer training programs for your employees that will help focus on building their interpersonal skills, work experience, expertise, emotional intelligence, and effective communication. Provide resources and assistance for employees to develop their skills necessary to create and maintain a psychologically safe working environment. Encourage employees to attend workshops, seminars, or online courses that could help them improve daily, promote positive workplace dynamics and be better employees.

Conclusion

It is generally ideal to create a psychologically safe workplace and it is a journey that requires commitment from both leaders of the business organisation and employees. By fostering an employee friendly environment where individuals feel safe, heard, supported, and respected. Organisations can unlock the full potentials of their employees for co-operation, innovation, growth and development. Through Implementing all the aforementioned strategies, the workplace would be psychologically secured and great impact will be felt in the working sector, leading to total transformation of the organisation as a whole, creating a space where there are no limits for everyone to attain their full potentials.

 

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