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Almost all of us have worked in an environment where we didn't feel entirely comfortable. Often we can't put our finger on the exact reason, but we are reluctant to ask questions, express ideas or admit mistakes. What seems harmless at first glance often masks a lack of psychological safety. This important concept is often overlooked, but is crucial for innovative, well-functioning and high-performing teams.
Understanding what psychological safety is and why it is important for both the well-being of employees and the success of an organization is essential.
What does psychological safety mean?
Psychological safety describes a working atmosphere in which employees dare to take risks, express their opinions openly and make mistakes without having to fear negative consequences. The term was first coined by Amy Edmondson, Professor at Harvard Business Schoolcoined. She describes psychological safety as "a climate in which people feel safe to take interpersonal risks".
In a 1999 study, Edmondson found that teams that openly talk about and discuss mistakes perform better than those that do not. This finding highlighted the importance of a culture of psychological safety to promote learning, growth and innovation - essential building blocks for today's business success.
Why is psychological safety so important?
Psychological safety is not just a "nice to have" - it is crucial to unlocking the full potential of an organization. Employees who feel safe are more willing to contribute ideas, ask questions and address problems. This not only promotes innovation, but also drives progress and development in the organization.
As the saying goes: "You get ahead faster on your own, but you get further together."
Find out how psychological safety can change your workplace:
- Better communication and collaboration
In an environment of trust, employees feel encouraged to share their ideas and concerns openly. This leads to better decisions and a more inclusive, collaborative team culture. A Gallup study shows that employees who feel supported by their colleagues and managers have higher engagement and loyalty scores. This trust strengthens cohesion and increases psychological safety within the team.
- Promoting innovation
A working environment that leaves room for error and supports risk encourages creativity and innovation. Google's "Aristotle Project" found that psychological safety is the most important factor for team performance. Teams that can express their thoughts and ideas without fear develop new approaches and adapt to change more easily - keeping the organization competitive.
- Increase employee satisfaction and loyalty
When employees feel respected and valued, not only does their satisfaction increase, but they also stay with the organization longer. This reduces staff turnover and makes the organization an attractive employer.
- Improved team performance
Successful teams are built on trust and psychological safety. When teams can talk openly about mistakes and challenges, they tackle problems more efficiently and find solutions more quickly. A study by the Harvard Business Review shows that teams with a high level of psychological safety perform better, as they can learn and grow from setbacks.
"Good leadership consists of giving employees a sense of security so that they can concentrate on their work without having to worry about their own job." - Simon Sinek
Obstacles to the implementation of psychological security
Despite their clear advantages, it is often difficult to establish psychological safety. The most common hurdles include:
- Lack of trust: Building trust takes time, and in some corporate cultures there is resistance to change.
- Misunderstandings: Only 16 % of HR professionals truly understand psychological safety, resulting in poor implementation.
- Prejudices: Some managers mistakenly believe that psychological safety means avoiding conflict or being too lenient.
- Authoritarian management style: Some organizations are still dominated by a fear-based management style that prevents a safe environment.
- Difficulty in measuring results: The benefits of psychological safety are often not immediately measurable, which makes it difficult to introduce.
How organizations can overcome these obstacles
Leadership development is key to creating a psychologically safe working environment. By linking psychological safety to business goals and demonstrating its positive impact on innovation and performance, organizations can drive real cultural change.
Create a psychologically safe workplace
Psychological safety is essential for any organization that wants to be perceived as caring. It encourages innovation, improves performance and builds trust within teams. At Great Place To Work™, we can help you strengthen psychological safety.
We offer specialized workshops that provide practical strategies and tools to create an environment where employees feel safe to take risks and express their ideas. Ready to change your corporate culture? Join us and make your organization a great place to work!
