• Blog
  • October 5, 2023

Is Your Workplace Truly Safe? Unpacking Psychological Safety in the Modern Era

In the fast-paced world of work, amidst the whirlwind of remote work, increasing autonomy, and blurred boundaries, a buzzword has emerged that’s impossible to ignore: psychological safety.

It’s not about fancy chairs or lunchtime perks. It’s about fostering an environment where your team feels empowered to voice concerns, speak up, and share ideas without fear of retaliation or ridicule.

So how does your organisation fair?

Here are some telltale signs your workplace might be lacking in the psychological safety department:

  • Do your team members hesitate, holding back thoughts and ideas?
  • Is your prevalent culture one where it’s easier (and safer) for your employees to nod and agree, rather than challenge and question?
  • Do you sense your team members doubting leadership sincerity?
  • When concerns do surface in your organisation, is there a mechanism to address them or is the status quo maintained?
  • Are creative suggestions and out-of-the-box thinking often met with scepticism or ridicule?

If you are nodding along to any of these then keep reading for our six-point plan to help you pivot!

How to cultivate psychological safety:

1.Leadership vulnerability: Leaders should lead by example. Admitting mistakes, seeking feedback, and showing a human side can create a culture where vulnerability isn’t seen as a weakness.

2. Open communication channels: Establish regular check-ins and access to tools where team members can voice concerns, share ideas, and provide feedback. Encourage open dialogue over silent compliance.

3. Active listening: It’s not enough to just hear; leaders need to listen, validate, and act on the concerns and ideas presented by their teams. And feed this back to their teams.

4. Training and awareness: Implement training sessions on psychological safety. Familiarise your team with its importance, and equip them with tools to foster it in their day-to-day interactions.

5. Feedback mechanism: Create a transparent mechanism where feedback, both positive and negative, can be shared. This includes constructive criticism, appreciation, and actionable steps for improvement.

6. Celebrate courage: When a team member takes the risk to voice a concern, share a new idea, or challenge the status quo, celebrate it. Reinforce that such actions are valued and appreciated.

Implementing this six-point plan won’t transform your organisation overnight. But it’s a solid foundation upon which to build. Here at Trickle, we’ve witnessed the transformative magic of genuine psychological safety.

Let’s Take This Forward

If you’re keen to explore how Trickle can champion your organisation in creating that safe space and fostering true ethical transparency, we’d love to connect. Interested? Click here to book a demo with one of our friendly team.