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Psychological safety in the workplace is the key to healthy and productive teams. So how does your organisation measure up?
What is psychological safety?
Psychological safety’ refers to a workplace culture where people can
contribute ideas, speak up, and admit mistakes without fear of embarrassment or retribution. Studies show this changes everything. Teams with psychological safety are more productive, loyal, and engaged. They also experience greater wellbeing and are more likely to embrace change.
So how “safe” is your team?
Researchers measure psychological safety with questionnaires like the one below (adapted from Amy Edmondson). A brief look at the questions being used provides us with an insight into the elements that predict safety. So, if this questionnaire was given, anonymously, to your team what results would we find?
- In this team, I understand what is expected of me.
- My ideas are valued, and I feel safe in suggesting them.
- If I make a mistake, it isn’t held against me.
- When something goes wrong, we work together to find the systemic
cause. - I feel able to bring up problems and concerns.
- This team doesn’t reject others for being different and nobody is left
out. - It is safe for me to take an intelligent risk on this team.
- It is easy for me to ask other members of this team for help.
- Nobody on this team tries to undermine my efforts.
- Working with this team, my unique skills and talents are valued and
utilised.
When researchers use these questionnaires to evaluate teams they usually calculate the overall scores. However, sometimes it can be more helpful to look at individual item responses to reveal patterns, that is, indications of specific problems.
For example, if a team scores lowest on question one (In this team, I understand what is expected of me) it may reveal specific problems with how expectations are being communicated. This may have implications for onboarding procedures, training or supervision protocols.
If a team scores lowest on question two (I feel my ideas are valued) it suggests leaders need to revisit how they interact with staff, and how they invite and receive staff input. Sometimes we aren’t always as approachable as we like to think.
If a team scores lowest on question three (If I make a mistake on this team, it isn’t held against me) it means management need to develop a learning culture, or a growth mindset, where correct processes and real time decision making are valued as equally as results.
Psychological safety is not about relaxing standards. Nor is it about being nice to everyone at the expense of performance. Rather, psychological safety is building a positive culture. In such a culture there exists respect, trust and openness where people can contribute, raise concerns, and offer suggestions. When these conditions exist the evidence shows very strongly that everyone wins.
Contact us if you’d like to find out more about psychological safety in your workplace.
