Business Advisory

Psychological Safety: The Key to Thriving Teams

by K+P Team
4 min read
30 August 2024

Take outs:

  • Psychological Safety Enhances Innovation and Engagement: Employees who feel psychologically safe are more likely to offer fresh ideas, take risks, and contribute creatively, which drives innovation and engagement.

  • Four Stages of Psychological Safety: Dr. Timothy Clark outlines the stages as Inclusion Safety (feeling accepted), Learner Safety (comfort with growth and feedback), Contributor Safety (confidence to apply skills), and Challenger Safety (security to question and improve).

  • Benefits to Business: A psychologically safe workplace improves employee retention, enhances creativity, boosts resilience, and ultimately leads to better customer experiences and increased revenue growth.

  • Steps to Create Psychological Safety: Implement practices such as clear expectations, open communication, active listening, providing support, and appreciating contributions. Leaders should model vulnerability, frame tasks as learning opportunities, and seek and act on employee feedback.

Psychological Safety: The Key to Thriving Teams

When employees feel secure enough to question the status quo, they’re more likely to offer fresh and innovative ideas. Without psychological safety, employees tend not to speak up and your business suffers.

So, what exactly is psychological safety, and why is it crucial for your business?

In this article, we’ll explore what psychological safety looks like at work, discover why it’s so important, and share tips on how to create a more supportive and open workplace.

What is psychological safety?

Psychological safety is all about feeling comfortable speaking up and sharing your thoughts openly. At work, it means employees can freely offer ideas, challenge existing practices, or raise concerns without fearing criticism or backlash. It’s the assurance that their peers, colleagues, and leaders will support them rather than punish or belittle them for their input or mistakes.

What are the 4 stages of psychological safety at work?

Dr. Timothy Clark, Founder and CEO of LeaderFactor and author of The 4 Stages of Psychological Safety: Defining the Path to Inclusion and Innovation, outlines four key stages that employees move through. Here’s a breakdown of each stage:

1

Inclusion Safety

This stage addresses the fundamental need to connect and belong. It means feeling safe to be yourself and being accepted for who you are, including your unique traits and characteristics.
Inclusion Safety
2

Learner Safety

This stage focuses on the need for growth and development. It’s about feeling comfortable asking questions, seeking feedback, experimenting, and making mistakes as part of the learning process.
Learner Safety
3

Contributor Safety

Here, the focus is on making a meaningful impact. You feel safe to apply your skills and abilities to contribute effectively and make a difference in your work.
Contributor Safety
4

Challenger Safety

This stage involves the need to improve and innovate. It means feeling secure enough to speak up and question the status quo when you see opportunities for change or enhancement.
Challenger Safety

The Benefits of Psychological Safety

Creating a psychologically safe workplace leads to both excellent business outcomes and a happier, more engaged team. When employees feel safe, they:

  • Take more calculated risks
  • Feel empowered to create and innovate
  • Raise issues and flag problems earlier
  • Show greater resilience to change and external challenges
  • Are more likely to stay with the company long-term

You’ll see positive changes in engagement, workplace culture, creativity, innovation, well-being, employee retention, performance, and overall brand sentiment. Most importantly, when employees feel supported and valued, they’re motivated to deliver exceptional customer experiences. This boosts customer loyalty, drives revenue growth, and enhances brand equity.

How to Create Psychological Safety in the Workplace

Creating a psychologically safe workplace is all about implementing solid management practices that make employees feel secure and valued. Here’s a straightforward approach:

  • Equip Your Team: Ensure your people have the best tools and technology to do their jobs efficiently.
  • Set Clear Expectations: Establish clear norms, values, and expectations to ensure fairness and predictability.
  • Encourage Open Communication: Foster an environment where open dialogue is welcomed.
  • Listen Actively: Show that you genuinely listen to your employees’ ideas and concerns.
  • Provide Support: Make sure team members feel backed by their colleagues and leaders.
  • Show Appreciation: Acknowledge and appreciate contributions, and approach feedback with humility.

7 Practical Steps

Here are seven practical steps to build psychological safety and develop high-performing teams.

Step 1

Get the Tech Experience Right:

Poor systems and processes can lead to frustration and burnout. Ensure your technology and processes are user-friendly and supportive of a positive work experience.

Step 2

Frame Tasks as Learning Opportunities:

Approach new projects as chances for collective learning. Since no one has done the exact same task before, encourage everyone to share their perspectives and ideas.

Step 3

Lead with Bravery and Vulnerability:

Leaders should model openness and courage by:

  • Acknowledging Fallibility: Accept that mistakes happen and share your own learning experiences.
  • Modeling Curiosity: Encourage questions of all kinds, demonstrating that no question is too small or insignificant.
  • Setting Clear Norms: Build a foundation of trust by clearly defining roles and expectations.

Step 4

Discuss the Importance of Psychological Safety:

Have conversations about creating a psychologically safe environment. Engage with team leaders and employees to understand their views and agree on best practices.

Step 5

Be Transparent About Failures and Successes:

Normalise discussing what works and what doesn’t. Encourage sharing both successes and failures, and use these discussions to foster learning and improvement.

Step 6

Encourage and Act on New Ideas:

Create a space for employees to share innovative ideas, and ensure there’s a process for implementing their suggestions. This shows that their input is valued and can lead to meaningful changes.

Step 7

Seek and Act on Employee Feedback:

Regularly ask for feedback on psychological safety and take action based on that input. Use open-ended questions to understand their perspectives, and implement changes to address their concerns. Communicate these changes to show that their feedback is valued.

By following these steps, you can cultivate an environment where employees feel secure, engaged, and motivated to contribute their best work.
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