Fostering Psychological Safety For Mental Wellbeing At Work

Keywords: Mental Wellbeing, Sustainable Business, Psychological Safety

Author: Lisa Munro

Date: 19 January 2024, Worklife Digital

A recent post on LinkedIn highlighted the astounding situation of an employee for a large UK FMCG who in a recent team meeting expressed how they felt about the uncertainty of their job and the fear they had due to many of their colleagues either leaving or being pushed out by the business. The next day they were called into a disciplinary meeting for being ‘Disobedient’ by sharing how they felt on the call.

In the modern workplace, characterised by rapid change, complex challenges, and an increasingly diverse workforce, psychological safety has emerged as a critical factor for success. Psychological safety, coined by Amy Edmondson, describes a work environment where individuals feel safe to take risks, voice their opinions without fear of judgment or reprisal, and learn from both successes and failures. It's not just about being nice to colleagues; it's about creating an environment where everyone feels safe to:

- Take risks and learn from mistakes: In today's fast-paced environment, innovation is key. But people won't experiment and share new ideas if they fear being ridiculed or punished for failure. A psychologically safe workplace allows individuals to learn from setbacks without fear, fostering a culture of continuous improvement.
- Speak up and challenge the status quo: Diverse perspectives are essential for solving complex problems. However, if people feel pressure to conform or avoid rocking the boat, valuable insights can be missed. Psychological safety encourages open communication and respectful dissent, leading to better decision-making and improved outcomes.
- Build trust and collaboration: Strong relationships are the foundation of any successful team. But trust takes time and effort to build. When individuals feel safe being themselves and sharing their vulnerabilities, it fosters deeper connections and a stronger sense of belonging. This, in turn, leads to better collaboration and teamwork.
- Support mental well-being: Chronic stress and anxiety can take a toll on employee health and productivity. A psychologically safe workplace prioritises mental well-being by providing resources and support, encouraging open conversations about mental health challenges, and reducing stigma.

The benefits of psychological safety extend far beyond individual well-being. Studies have shown that teams with high levels of psychological safety:

- Are more innovative and productive: When people feel safe to take risks and share ideas, creativity flourishes and problems are solved more effectively.
- Have lower turnover rates: Employees who feel valued and respected are more likely to stay with their company.
- Have better customer satisfaction: When employees are engaged and motivated, it shows in their interactions with customers.

Creating a Psychologically Safe Workplace

So, how can organisations create a psychologically safe workplace?

1. Lead by example: Leaders set the tone for the entire organisation. By demonstrating vulnerability, admitting mistakes, and actively listening to feedback, they show that it's safe to take risks and be open.
2. Foster open communication: Encourage employees to speak up, ask questions, and share their ideas. Create channels for anonymous feedback and hold regular one-on-one meetings to ensure everyone feels heard.
3. Celebrate differences: Embrace diversity of thought and perspective. Encourage healthy debate and respectful disagreement, recognising that different viewpoints can enrich the collective understanding.
4. Zero tolerance for bullying: Establish clear policies against bullying and harassment, and enforce them rigorously. Even a single incident can shatter trust and erode the foundation of psychological safety.
5. Focus on learning: Encourage experimentation and accept failure as a stepping stone to growth. Celebrate learning moments and share stories of overcoming challenges.

Building a psychologically safe workplace is an ongoing process, but the rewards are significant. By investing in the well-being and engagement of their employees, organisations can create a thriving workplace that is both productive and fulfilling.

WorkLife Digital is a global mental-wellbeing consultancy driven by the mission to improve the sustainability of businesses. Our psychological wellbeing tool, Worklife Quotient (WL-Q), is modelled on cutting-edge scientific research and provides organisation-wide measurement and intelligence on the mental wellbeing levels and psychological resilience of staff. WL-Q also assesses the impact of organisational practices (i.e. people and culture, leadership styles, organisational purpose and values, social impact) that have a direct influence on staff wellbeing and provides strategic recommendations on addressing risks and promoting strengths.

For more information, get in touch at lisa@worklife.digital