Psychological Safety 101 - Four Steps Towards a New Workplace Culture
By Janna Grimsrud
Psychological Safety- When vulnerability is rewarded. A culture that rewards inclusion, learning, contribution, and challenging the status quo.
Psychological Safety is more than just a buzzword. It's a determining factor of organizational success. When employees feel they can share their ideas without criticism, express concerns without fear of backlash, and ask questions without risk of judgment, workplaces become a safe haven for innovation, wellness, and growth. And those organizations attract top talent from all the others that fail to design their culture with intention and purpose. Keep reading for insights, stats and solutions to apply today!
Why Does it Matter?
Employees that report high levels of psychological safety in their workplace:
Have higher rates of production
Higher applied knowledge scores after trainings
Higher success rates in workplace initiatives
Higher engagement
Greater customer satisfaction
Higher levels of ownership and pride in their organization
Report feeling supported, included, and valued
The Facts
Psychological safety was reported as the single most important factor when it came to organizational attrition (SHRM, 2022).
45% of workers reported considering quitting their job due to poor culture, globally (SHRM, 2022).
24 million employees (record breaking) left their organizations between April and September, 2021.
147% increase for job posts mentioning wellbeing in the last 3 years (Linkedin 2022).
#1 reason for attrition for top talent is toxic culture (MIT-Sloan, 2022)
How We Can Adjust
#1. Inclusion - Include everyone in the discussion
Diversity is great, but only if we then include those diverse voices in decision making. That’s where great value and innovation is made.
Tell them about this mission of healthier culture
Share the goal of Psychological Safety, how it plays a role, what you want to see, how you want to go about it, and how you need their help.
Talk about the benefits
Be realistic about the process
Culture change takes awareness every single day and never stops
Set serious expectations and ask for them to hold you to them
When they do, thank them and make the adjustment.
#2. Learning - Ask for feedback
Not only will feedback help you grow and improve, it tells your employees that you value their opinions.
Make visible changes with the information you get back, and go back to those who gave you the hard feedback and tell them about how you making that adjustment impacted you for the better. Thank them.
#3. Contribution- Get involved
Ask employees about their weekend, their day, their family and friends.
Share about yourself first to open that door.
People are more likely to open up and give authentic feedback if they feel they know you.
#4. Challenge the Status Quo- Be Authentic and Self-Aware
We can not ask of others what we are not willing to do ourselves.
Show up as your authentic self, flawed and learning, and then hold others accountable for the same thing.