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Psychological Safety at Work

Gill

I read a really interesting blog today around the benefits of feeling 'psychologically safe' within a team/organisation.  The link is below for anyone interested.

I can't help but feel that the 'human touch' has been so far stripped out of many larger organisations, with focus being on the bottom line measured only by statistics, the much of the feelings around safety to speak up, explore, and experiment has been wiped out.

Whilst the workplace is beginning to show change, and world-leading organisations are setting better examples to the rest, it still feels like many businesses talk the talk without walking the walk behind the scenes.

I'd be interested to hear how other businesses have made the transition, or are working towards the steer back to psychological safety, if in fact they are!!

My own experience is that we can certainly include the benefits of these collaborative successes and behaviours in our management development programmes, but all too often the message from above doesn't allow for this to be embedded, and quite honestly, strips this back out of the individual with the strategic focus being contradictory to this very act.

Would love to hear any experiences either supporting or rejecting this approach.

https://www.officevibe.com/blog/build-psychological-safety?utm_campaign=Newsletter&utm_source=hs_email&utm_medium=email&utm_content=76374231&_hsenc=p2ANqtz--tREiDOi1ZDANsfBT9zMEK4sOPhixF9afJt9TerxSupm3eMQARDVcH_PHHY64gIWuUF1BrUDKGYBYRPcBj599JxzJiaV-9yOS2wpHUC9D8sqKv88M&_hsmi=76392647

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  • Hi Gill
    Psychological safety or wellbeing at work is one of those things that ebbs and flows. For me, it is not a benefit, but an essential element for engagement, productivity and creativity.
    Unfortunately across HR in organisations of all sizes, we seem to want to do as much as we can to undermine this safety.

    It starts with recruitment - do we respond in a timely way? Do we send rejection letters to all?
    at induction, do we do this for the convenience of the new starter or existing staff? Do we do it at all?

    What about probation, that itself unsettles psychological safety in many.
    The appraisals, often staff and managers dislike the process and are hesitant of it.

    Then comes to reporting, as you say numbers, and while a few years ago there was a move towards Human Capital measures, that seems to have gone from being a human factor to just a number.

    If we believe that psychological safety is important, then training managers is the last step, the first is to look at our policies and procedures.

    As an aside, my masters' dissertation was exploring what triggers people in environments like this to contribute - and psychological safety was a massive hygiene factor

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  • Hi Gill
    Psychological safety or wellbeing at work is one of those things that ebbs and flows. For me, it is not a benefit, but an essential element for engagement, productivity and creativity.
    Unfortunately across HR in organisations of all sizes, we seem to want to do as much as we can to undermine this safety.

    It starts with recruitment - do we respond in a timely way? Do we send rejection letters to all?
    at induction, do we do this for the convenience of the new starter or existing staff? Do we do it at all?

    What about probation, that itself unsettles psychological safety in many.
    The appraisals, often staff and managers dislike the process and are hesitant of it.

    Then comes to reporting, as you say numbers, and while a few years ago there was a move towards Human Capital measures, that seems to have gone from being a human factor to just a number.

    If we believe that psychological safety is important, then training managers is the last step, the first is to look at our policies and procedures.

    As an aside, my masters' dissertation was exploring what triggers people in environments like this to contribute - and psychological safety was a massive hygiene factor

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