To fully embed psychological safety, it’s crucial to understand how it permeates through the entire company culture. To gauge the safety of the workplace, engagement surveys, temperature checks, and feedback from performance reviews are a few ways to measure it. Leaders can create psychological safety by fostering the right climate, mindsets, and behaviors within their teams.

To ensure psychological safety, start by understanding the data in place:

  • Have you defined what psychological safety means?
  • What data have you analyzed to share with the team?
  • What measuring tool do you have?

Look at your business:

  • What does your organizational chart look like?
  • Do all employees understand and embody the company values daily?
  • Do they bring the values to life through positive and inclusive behaviors?
  • Are your customers and suppliers aligned with your company values?

At every level, the importance of representation cannot be overstated. This includes representation achieved through hiring a diverse range of individuals, modelling inclusive behaviors and actions, and implementing initiatives that promote inclusion and safety all round.

Revisit your vision, mission, and values:

  • Are they inclusive?
  • Who do they represent?
  • Do you challenge outdated paradigms?
  • Do you encourage different perspectives and implement them?

The company should ensure that the values represent a diverse and inclusive workforce and are easily understandable by all employees. Additionally, the company should develop a training plan that helps employees understand and live the values of the company while challenging outdated paradigms. The training should encourage employees to bring different perspectives and implement them to foster a culture of inclusion and diversity. Read more on how we can support you.

Review your processes and systems:

  • Are there processes in place to support the team’s safety?
  • Are there safeguarding policies for marginalized groups?
  • Are there systems and processes to hold people accountable?
  • Are there risk assessments in place?

The goal is to establish a workplace that prioritizes safety and inclusivity, treating all employees with respect and dignity. It is crucial to clearly define prohibited behaviors, such as discrimination, harassment, and bullying, while also establishing disciplinary measures that will be enforced when such conduct takes place, including verbal and written warnings, suspension, and even termination of employment. Through the implementation of processes and systems like this, you can hold all members of the company accountable for their actions and cultivate a work environment that is safe, welcoming, and supportive for everyone.

Word to the Leaders

Don’t be complicit with psychological safety. Do not ignore the importance of psychological safety in your company culture.

Even if you cannot see it, psychological hazards can exist and affect your team’s productivity and well-being. As a leader, you set the tone for your team’s dynamic, and building trust among team members can lead to open communication, increased investment, and profitability.

Emotional intelligence is crucial in fostering psychological safety. Leaders should strive for self-awareness and actively seek feedback to understand how their actions impact those around them. Avoid complacency and be proactive in observing and learning from others who demonstrate outstanding behavior.

Humility is a powerful tool in building a psychologically safe workplace. Acknowledge both your strengths and vulnerabilities to build trust and promote a culture of openness. Encourage cognitive diversity within your team, as it can lead to greater innovation and creativity.

Actions speak louder than words. Make necessary changes and prioritize consistency over empty gestures. Make psychological safety an integral part of your company strategy and culture.

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