Building Psychologically Safe Workspaces: The Key to Thriving Teams
Hello, lovely readers!
How are you? Is it getting colder where you are? I can definitely feel the Autumn vibes and I must (secretly) admit that I am loving it, no wait that is a lie- I am ‘mostly’ loving it!
Today though, I want to talk about a a theme that I have been discussing greatly with my clients recently- Psychological Safety!
We all know the feeling – that stomach-churning dread when conflict arises at work and you wish you could stay in bed rather than dealing with it. Whether you are having issues with a colleague or managing team members who just do not see eye to eye, it can be awkward and difficult to manage and it is not something we are usually taught how to handle.
At best it does not make for a pleasant day at work and at worst can seriously harm your organisation’s ability to function well and maintain a healthy workplace culture.
However, something I truly believe in is that conflict is not just a challenge, it can be an opportunity to build stronger, more resilient teams and improve overall employee engagement.
I know you are now thinking well that sounds great Minoti! Where do we start? Great question and a good starting point is to start from the beginning and look at how psychologically safe is your organisation’s culture?
What Does a Psychologically Safe Workspace Mean and Where Can I Start?
Creating a psychologically safe workspace means creating an environment where employees feel respected, comfortable speaking up, sharing ideas, and being themselves without fear of ridicule or punishment. It is the foundation of psychological safety at work and essential for modern workplace wellbeing.
You could start with:
· Open communication: Encourage open dialogue and actively listen to your team’s concerns. This builds trust and makes employees feel valued, leading to a more cohesive and motivated team. This is crucial for business growth, innovation, and a positive workplace culture.
· Form internal groups: Form groups to discuss issues and brainstorm solutions. These groups act as support networks, creating a sense of community and shared purpose. This sense of belonging boosts morale and loyalty, which can lead to higher employee retention and lower recruitment costs.
· Encouraging feedback: Implement regular check-ins and anonymous feedback channels. This ensures continuous improvement and demonstrates that you value your employees’ input. Engaged employees are more productive and committed to the company’s success.
· Training: Provide training for all staff and leaders on effective communication, conflict resolution, and emotional intelligence. This equips your team with the skills to navigate and resolve conflicts constructively, reducing workplace tensions and increasing productivity.
How Do I Know I Need to Review My Culture?
Obviously not everyone will get on all of the time but there is a difference between Usman not liking the way Peter taps his pen on his desk when he is thinking and a toxic work environment. Recognising these signs is crucial for workplace culture improvement.
· High turnover: Frequent resignations could indicate a toxic environment where employees do not feel safe or valued. High turnover disrupts operations and incurs significant recruitment and training costs.
· Low engagement: Disengaged employees may feel unsafe or undervalued, leading to decreased productivity and morale. Low engagement can result in poor customer service and lower overall performance.
· Conflict: Persistent conflicts and unresolved issues are red flags that your workplace lacks psychological safety. Ongoing conflict can harm team cohesion and lead to a toxic work environment.
· Sick leave: Another sign to catch on is when staff members start taking unusually high number of sick leaves and while not every sick leave needs to be analysed (sometimes you just genuinely need it!), I think it is the trend across the organisation that you may want to be on top of! According to a recent report published by CIPD, employees taking sick leave has increased to a dangerous level- https://www.cipd.org/uk/about/press-releases/workplace-absence-soars-nearly-two-working-weeks-each-year/
You might be wondering, “What is in it for me? I am a business after all, I want to have a happier work environment but at the end of the day I have an organisation to run, services to be delivered and profits to be made- I am not sure how any of this will help do that?”
Well, I can promise you the return on investment is substantial:
So then, what is the Return on Investment?
· Increased productivity: When employees feel safe, they are more engaged and productive because they can focus on their work without the distraction of unresolved conflicts or fear of negative consequences. This leads to higher output and better performance.
· Innovation: A safe environment encourages creativity and innovation because employees are more likely to share new ideas when they do not fear criticism or rejection. This can lead to groundbreaking products and services, giving your business a competitive edge.
· Retention: Employees are more likely to stay with a company that values their well-being. High retention reduces the costs associated with turnover and maintains institutional knowledge, which is critical for long-term success.
· Profit: Happy, engaged employees drive growth and profitability through increased productivity and innovation, and reduced turnover costs. Investing in your team’s well-being directly impacts your bottom line.
I know you are probably thinking this looks like a lot of work, and in truth it is, but by holding consistent spaces for these complex people issues and encouraging collaborative problem-solving, you will see a significant shift.
Building a psychologically safe workspace is not just a nice-to-have; it is a must-have. It is about recognising the value of your people because they are the heart of your growth and scalability. And remember, this is not a one-time fix; it is an ongoing journey — but you do not have to do this alone.
Here is How We Can Help You Build a Psychologically Safe Workspace-
· Conflict resolution: Address conflicts head-on with empathy and fairness.
· Consultations: We will hold open consultations to understand and address concerns.
· Training: Provide training programmes focused on communication and inclusivity.
· Internal staff groups: Help you create groups where employees can discuss issues and support each other.
· Feedback: Establish a continuous feedback loop to keep a pulse on employee sentiment.
· Strategy: Develop a clear strategy that prioritises psychological safety.
· Staff audit: Conduct regular audits to identify and address any issues.
So, my wonderful readers, let us commit to creating environments where our teams can feel respected, speak up, share ideas, and drive our businesses to new heights. And if you think we can support, ping us! If we are not the right people to support you then we will point you in the right direction - the advantage of being a Values-led consultancy!
Here is to building workplaces where everyone feels safe, valued, and ready to conquer the world!
With love and gratitude,
Minoti