How psychological safety affects employee productivity and how to improve it

Leading with fear doesn’t work. As more organizations discover that employees expect empathy from leadership, stoking worry or concern is now well understood to hinder success.
 
On the other hand, organizations that assess their levels of psychological safety, and then look at ways of improving it, can create an environment where employees feel more engaged and productive.
 
For those new to the concept, fostering psychological safety means creating a culture where people can be their best selves and work to their fullest potential. According to McKinsey, when employees feel comfortable asking for help, sharing suggestions, or challenging the status quo without fear of negative consequences, organizations are more likely to innovate quickly, unlock the benefits of diversity, and adapt well to change.
 
So, how can you improve and measure psychological safety in your organisation?

⏹️For starters, encouraging open communications and soliciting feedback on a regular basis fosters a sense of belonging for all employees. By consistently keeping the channels of conversation open you send a signal to employees that they can be themselves, and that they are welcome to express their thoughts and ideas without the fear of negative consequences.
 
⏹️Build trust with employees through transparent communications, for example explaining business decisions whenever you are able.
 
⏹️Equip managers with the tactics and soft skills to provide support for those struggling with work-related or personal issues and remind them to recognize and reward positive behaviour. Linked to this is encouraging leaders to promote self-care.
 
⏹️Leadership should lead by example, modelling behaviour they’d like to see in others and be open to constructive criticism. They shouldn’t be afraid to show their vulnerable side, openly admit when they make a mistake or bad decision and own up to it while also showing empathy towards team members.
 
⏹️Finally, to understand where your psychological safety levels are can be done quite simply. For instance, you can put together a brief survey asking staff to rate their thoughts on a scale of 1-5 and answer a series of brief questions. For example:
🔺I feel safe taking risks in the workplace.
🔺I find it difficult to ask colleagues for help.
🔺My unique skills and talents are valued and utilized at this organization.
🔺Mistakes are often held against me.
 
💡By fostering psychological safety in the workplace, organisations put themselves in a better position to pivot to the ever-changing business world and help avoid a lot of the pitfalls that hold organizations back.

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