L & L #30: 6 Signs Your Workplace Lacks Psychological Safety (And How Leaders Can Fix It).
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“Psychological safety is not about being nice. It’s about being honest.” — Amy Edmondson
CONTEXT
I‘ve been fascinated by this problem for a long time:
Why do some employees often hesitate to voice their thoughts and opinions at work?
Yet, research shows that teams with high psychological safety do much better than others.
A study by Google's Project Aristotle found that psychological safety is the most important factor for high-performing teams [1].
Additionally, a survey by McKinsey discovered that employees who feel psychologically safe are more likely to:
→ Innovate quickly: 67% of them can create new ideas, compared to only 26% of those who don't feel safe.
→ Meet or exceed expectations: 76% of them meet or go beyond their goals, while only 54% of those without psychological safety do.
→ Stay at their companies: 67% of them remain with their jobs, compared to 50% of those who feel unsafe. [2].
Psychological safety isn't just a trendy term.
It's a key factor in:
Driving team success
Fostering innovation
Retaining top talent
But what if your workplace doesn’t have this safety?
It can lead to unhappy employees, poor performance, and high turnover.
So how can leaders spot these problems and create a better workplace?
In this edition of the Linked & Lift Newsletter, we’ll look at 6 signs that show your workplace may lack psychological safety, along with simple steps leaders can take to fix it. You'll find a guide that explains each sign and offers practical tips for you to apply in your workplace. Click on the infographic for a printable high-res PDF version.
Here are 6 signs your workplace may lack psychological safety:
1. Fear of Speaking Up
When team members don’t share their thoughts, it can mean they feel unsafe. This stops new ideas from coming to light.
➥ Example: An employee notices a flaw in a project but stays silent, fearing negative reactions from colleagues or superiors.
How to Encourage Sharing Ideas:
- Hold Open Meetings: Create regular sessions where everyone can share their thoughts without fear.
- Celebrate Contributions: Recognise all ideas, even if they don’t work out.
- Be Open Yourself: Share your ideas and mistakes to show it’s okay to be vulnerable.
➤ 🔍 Quick Tip: Use anonymous suggestion boxes for team members to share ideas freely.
2. Blame Culture
If mistakes lead to blame instead of teamwork, it creates a bad atmosphere. Employees might worry about making errors, which can make them less engaged.
➥ Example: When a project fails, team members face harsh criticism instead of support.
How to Foster Accountability:
- Focus on Solutions: Encourage discussions about what can be learned from mistakes.
- Have Team Reviews: Regularly look at projects to discuss what went well and what can improve.
➤ 🔍 Quick Tip: Use positive language when discussing mistakes to promote learning.
3. High Turnover Rates
If many employees leave, it can mean they feel unsafe or unsupported at work. A toxic environment drives good people away.
➥ Example: A team experiences constant changes in members, which disrupts progress.
How to Improve Retention:
- Conduct Exit and ‘Stay’ Interviews: Ask departing employees why they’re leaving to find out what’s wrong.
- Offer Development Opportunities: Invest in training to show you care about employee growth.
➤ 🔍 Quick Tip: Regularly check in with employees to see how they feel and if they have any concerns.
4. Team Members Avoid Taking Risks
If employees are afraid to take risks, creativity suffers. When they play it safe to avoid negative outcomes, the team can’t grow.
➥ Example: A team sticks to old methods instead of trying new ideas because they fear criticism.
How to Cultivate a Risk-Tolerant Environment:
- Encourage Experimentation: Create safe spaces for trying new ideas without fear of failure.
- Reward Learning: Acknowledge teams that take risks, even if things don’t go as planned.
➤ 🔍 Quick Tip: Have a “failure wall” where you can post lessons learned from unsuccessful projects.
5. Lack of Constructive Feedback
Without constructive feedback, employees may not know how to improve. A culture that ignores performance can hinder growth.
➥ Example: Employees get little feedback, leading to confusion about how well they’re doing.
How to Enhance Feedback Processes:
- Set Regular Meetings: Schedule one-on-one discussions to share constructive feedback.
- Train for Feedback: Teach employees how to give and receive feedback effectively.
➤ 🔍 Quick Tip: Use the “sandwich” method—start with a positive, discuss areas for improvement, and end on a positive note.
6. Employees Don’t Ask for Help
When employees feel unsafe, they may not reach out for help. This can lead to isolation and frustration, hurting both the individual and the team.
➥ Example: A team member struggles with a task but doesn’t ask for help due to fear of judgment.
How to Promote Help-Seeking Behaviour:
- Normalize Asking for Help: Share your experiences of seeking help to show it’s okay.
- Create Buddy Systems: Pair employees together for support and collaboration.
➤ 🔍 Quick Tip: Organise team-building activities to strengthen relationships and trust.
CLOSING THOUGHTS
Psychological safety is vital for team success. By recognising these 6 signs and taking simple steps to improve, leaders can create a workplace where everyone feels valued and safe to contribute.
You create a foundation for a high-performing, engaged team.
"Psychological safety isn't the absence of conflict or challenges. It's the presence of trust, respect, and the freedom to be authentically oneself."
Extra Resources to Dive Deeper
📌 Top pick on workplace culture: "The 4 Stages of Psychological Safety" by Timothy R. Clark. Read more here
📌 Top pick video: "Building a psychologically safe workplace" - TEDx talk by Amy Edmondson. Watch below ⇣⇣⇣
📌 Book pick: "The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth" by Amy Edmondson. Find it on Amazon
📌 AudioBook pick: "Dare to Lead: Brave Work. Tough Conversations. Whole Hearts." by Brené Brown. A guide to courageous leadership. Find it on Audible
Until next week, may your leadership create a safe and supportive environment for all!
Véronique,
Creator of The Linked And Lift.
Sources:
[1] Rozovsky, J. (2015). The five keys to a successful Google team. re:Work. https://www.michigan.gov/-/media/Project/Websites/mdhhs/Folder4/Folder10/Folder3/Folder110/Folder2/Folder210/Folder1/Folder310/Google-and-Psychological-Safety.pdf?rev=7786b2b9ade041e78828f839eccc8b75
[2] Edmondson, A. C., & Hugander, P. (2021). 4 Steps to Boost Psychological Safety at Your Workplace. Harvard Business Review. https://hbr.org/2021/06/4-steps-to-boost-psychological-safety-at-your-workplace
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