Safety in the workplace is often linked to the prevention of occupational accidents. However, in these uncertain times, there is increasing talk of the need for employees to be heard, sufficiently informed and encouraged to take initiative. Creating a climate of trust is therefore essential.
What is psychological safety?
In the world of work, psychological safety represents an individual's perception of having the right to express themselves freely or take initiative without judgement or negative consequences. If psychological safety is high, mistakes are commonly accepted and easily admitted. It becomes permissible to show vulnerability if necessary. Furthermore, taking innovative initiatives, or even risks, is not subject to reproach.
Why is this important?
Psychological safety has a major influence on the establishment of a healthy work culture and well-being in the workplace. If employees feel confident, they are more willing to learn new things, feel involved and, as a result, remain motivated. Internal exchanges are encouraged because everyone has a voice; teamwork functions better because employees do not hold back. This strengthens creative processes and the capacity for innovation. It also helps to combat absenteeism: a recent study shows that in Switzerland, conflicts are a major source of burnout, and that people are more likely to take sick leave than to confront their superiors in the event of a disagreement.
In practice, psychological safety at work makes it possible to:
- Foster a sense of inclusion in a team
- Promote learning through the right to ask questions, receive feedback and bounce back from any mistakes
- Strengthen autonomy and individual responsibility
- Encourage questioning as part of a process of continuous improvement and innovation
How can it be encouraged?
The attitude of employers and the corporate culture have a major influence on the promotion of psychological safety at work. This often involves profound changes that do not happen overnight. It is a complex process, but it can start with the following measures:
- Encourage round-table discussions where everyone can express themselves
- Offer a systematic annual review
- Give constructive feedback, even in the event of a mistake
- Show empathy in the event of difficulties
- Promote team building
- Demonstrate transparency in communication
At the same time, employees also have a role to play within teams through their attitude towards colleagues (listening, not judging) or their involvement (asking questions, being open to change and cultivating a desire to learn).
A need in the current climate
Political upheaval, reduced working hours, customs duties... It's no secret that we are living in complicated times. However, between the challenges ahead and the resources needed to bounce back, perhaps the most difficult thing is not knowing where we are going. Psychological safety therefore also means involving employees in change management processes. People need to be informed early on about upcoming changes and involved in important decisions, either directly or through employee representatives.
