Building Trust and Openness in Today's Professional World
A few years ago, my friend Emily started a job at a reputable organization. Filled with enthusiasm, she was eager to contribute her ideas and work collaboratively. Unfortunately, Emily’s reality quickly took a different turn as she began immersing herself in her new role. An unsettling feeling overcame her whenever she contemplated voicing her opinions. The mere thought of making a mistake or facing criticism paralyzed her, preventing her from expressing herself.
Emily was bewildered by her sudden loss of confidence, a trait she had always taken pride in. However, as the months rolled on and Emily delved deeper into the company’s structure, she soon realized that she wasn’t alone. Many, just like her, found their voices suppressed by an underlying fear.
What Emily and many of her co-workers grappled with is called 'psychological safety.'
Psychological safety is an environment where individuals feel at ease being authentically themselves. It’s a workspace where concerns and errors are shared without the looming fear of ridicule or punishment.
Contrary to popular belief, it's not about being free from consequences or possessing an inflated sense of self-worth. Even in psychologically safe environments, individuals understand the possibility of failures, negative feedback, or job insecurities due to industry dynamics or personal competence levels.
Instead, psychologically safe environments foster a sense of trust and mutual respect among team members. These environments prioritize open communication, allowing individuals to ask questions, voice concerns, and suggest innovative ideas without the fear of retribution. It's a space where every member feels valued, heard, and empowered to take calculated risks, knowing they will be supported, even if things don't pan out as expected.
The importance of psychological safety isn't just theoretical; its impact is evident in concrete numbers too.
A 2017 Gallup poll discovered that merely 3 out of 10 employees felt their opinions genuinely mattered at work. Gallup’s research also indicated that if this number was increased to 6 out of 10 employees, companies could experience reduced turnover by 27%, decreased safety incidents by 40%, and a productivity boost of 12%.
Therefore, creating strong psychological safety is essential for all organizations and individuals to flourish. Even in companies that have strong overall corporate culture, often pockets of varied psychological safety levels can emerge within different sections of an organization. Such discrepancies might arise from individual leadership styles, team dynamics, or even past experiences that have left a lasting impact on group members.
This means that in today’s workplace, merely attracting talent isn't the solution. Leaders are tasked with the responsibility of eradicating fear and establishing conducive conditions for learning and growth. While opting for silence, adhering to the status quo, and avoiding risks might seem like the safer options, such behaviors, in the long run, often result in underperformance and dissatisfaction.
So, how can organizations promote psychological safety?
Open Communication Channels: Leaders should be approachable, promoting dialogue, and ensuring that team members are comfortable sharing ideas. To do this, leaders can designate 'open door' hours, allowing team members to discuss their ideas or concerns without the formalities of prior appointments. Additionally, monthly roundtable sessions can serve as platforms for unhindered exchanges of thoughts and concerns.
Celebrate Mistakes: Mistakes are inevitable. Rather than penalizing employees or brushing mistakes under the carpet, leaders can adopt a proactive approach. Use team meetings as platforms to discuss missteps and their learnings. By emphasizing the lessons over the errors, a culture of continuous improvement takes root.
Embrace Feedback: Constructive criticism aids growth. Encourage a feedback-driven culture where everyone is open to giving and receiving feedback. Regular feedback sessions, both peer-to-peer and hierarchical, align everyone with the company's vision while spotlighting areas of growth. Such feedback loops underscore the value of every individual’s perspective.
Prioritize Team Building: 'Teaming'—regularly working on projects across departments—is essential to breaking down barriers and promoting understanding and trust among members. Also, periodic team-building retreats or exercises can fortify bonds, minimizing conflicts and bolstering collaboration.
In an era where collaboration and innovation are pivotal, creating an environment where employees can fearlessly express themselves, learn from their mistakes, and consistently evolve, is not just beneficial—it's imperative for sustained growth and success.
So, as a challenge this week, I invite you to reflect on your workspace. Do you feel comfortable sharing your opinions, or like Emily, are you hesitant? As a leader or a team member, are you playing your part in promoting a psychologically safe environment?
Remember, psychological safety isn't a luxury; it's a necessity. Emily's story serves as a reminder of the silent voices awaiting the right conditions to be heard. Ensuring that every contribution and voice is recognized and celebrated becomes paramount in progressive workspaces.
Best wishes, Lauren
P.S. Creating a psychologically safe environment might seem daunting, but it's a challenge we can overcome together. We offer a free 30-minute consultation to help organizations work towards psychological safety. If you're looking to create an environment where everyone thrives, don't hesitate to reach out.