I can’t tell you how many times I’ve been driving and subconsciously slowed down when a caution sign appears on the horizon. It is ingrained in me to watch for workers whose very lives depend on my safe driving.
This happens because we recognize the importance of physical safety, but what about psychological? While just as vital, psychological safety is often a topic swept under the rug. I’ve always been curious why people fear delving too deep into this subject when it is so important.
I don’t shy away from the topic. Through my experience as a matchmaker, CEO and female motivational speaker, I’ve explored what constitutes psychological safety at work and at home, and what doesn’t.
There are a multitude of ways a leader can begin building a psychologically safe workplace where employees thrive. Prioritizing psychological safety in the workplace is akin to hanging a yellow sign cautioning everyone to be safe with each other’s feelings.
Leaders play a crucial role in transforming an organization’s culture to build psychological safety incrementally, which in turn enhances team performance.
Psychological Safety at Work Begins with Relationship Building
I’ve always put monumental effort into creating relationships that are just as happy and healthy decades later as they are when that initial connection transcends chemistry and becomes meaningful love. Less than 1% of my matches end in divorce because I recognize that common values and shared goals are essential for successful relationships.
This is true for any relationship, whether personal or professional. Creating psychological safety in the workplace is a natural by-product when leaders foster the type of relationship I encourage in couples.
So what’s at the heart of a successful relationship? Well….the heart, of course.
When you understand the background and motivations of others and engage curiosity at a deeper level, you are essentially protecting their heart. This may sound extreme for the workplace, but since we do not yet have the ability to leave our feelings at home, they are bound to emerge at work.
Protecting each other’s hearts means recognizing what motivates your team, learning about their upbringing and family values, and connecting in a way that works for them.
For example, understanding how a team member will respond to feedback is crucial. Regretfully, I learned this the hard way. Years ago, when I approached a coworker with feedback in the direct style I value, she shut down. Her experiences caused her to interpret my well-intended feedback negatively rather than constructively.
So, was this my fault or hers? Technically, it was neither, but I should have approached the situation in a way that provided psychological safety for her. Now, as a seasoned veteran of all the ways relationships can catapult or combust, I would deploy an entirely different approach.
You can avoid misunderstanding by incorporating empathy, patience, and a willingness to compromise into any interaction, especially those that could become contentious.
Demonstrating a genuine desire to understand another’s perspective allows you to find common ground and will inspire your team to work together toward shared goals, fostering open communication and interpersonal risk-taking.
Strategies for Building a Psychologically Safe Workplace
Now that you recognize the importance of fostering psychological safety in the workplace, where do you start?
Once again, it comes back to the heart. I’ve witnessed too many interactions that were well-meaning but went off track because both parties were making mistakes as they weren’t in tune with each other’s feelings and emotions.
Creating a positive work environment and nurturing a supportive organizational culture takes dedication, patience, and empathy, but you will realize it was truly the best investment of your time as you see the mental well-being of your team increase.
By putting people first and following the six strategies outlined below, you can create psychological safety in the workplace.
1. Foster Trust and Openness at Work
Each relationship I’ve helped spark and grow has given something back to me. Learning what inspires people to connect on a deeper level helps me hone my communication skills and enhance my strategies for building meaningful relationships.
A go-to technique that works with couples is what I call the “inquiry and reveal” approach, which involves asking thoughtful questions about the other person’s feelings and opening up about a similar experience. This deepens connections, which is a tenet of team psychological safety at work. My “Dive For Gold” (™)” strategy is another tried-and-true method.
Rather than moving through topics, one component of this method is it dives down deeper with each question. It requires active listening and keen observation skills but results in compelling conversation. The best part? It doesn’t take any more time to do this than it does to have a polite, superficial conversation. You can be brief and deep at the same time.
These techniques have helped my clients strengthen bonds and deepen connections, and I wholeheartedly believe they can be just as effective for building a psychologically safe workplace where employees feel comfortable to raise concerns and can be their full selves, fostering a strong psychological safety climate.
2. Find Harmony Between Psychological Safety and Results-Driven Productivity
I have a friend who works for a mental health non-profit, and she always shares stories about the empathy, support, and thoughtfulness exhibited every day by and between her coworkers.
It sounds magical…and unattainable.
But it isn’t. While it may organically occur when your coworkers are therapists, that doesn’t mean it can’t be built into another organization. You can cultivate an environment where everyone feels supported, valued, and free to express themselves without fear of judgment. One that nurtures mental health and well-being while expecting productivity and results.
Building this level of psychological safety at work begins at the top.
When you find harmony between priorities and values, you can create a positive work environment where relationships with colleagues in the workplace are paramount. Just like with couples, when need meets compromise, everybody wins. It is understandable for you to require productivity and results, just like it is fair for employees to expect and deserve psychological safety and transparency in the workplace.
Both are required to create a thriving workplace. Prioritizing the needs of the business and the desires of employees will foster a supportive workplace culture while mitigating the negative consequences of excessive comforts, such as a lack of accountability for poor performance. This balance also enhances employee engagement, driving both well-being and productivity.
3. Harness the Power of Empathy and Deeper Understanding
As someone whose career is based on building meaningful relationships, it would be easy to neglect my own as I focus on the needs of others.
But living the motto of “do as I say, not as I do” would be inauthentic.
So, I emphasize psychological safety in the workplace by creating a space where employees feel comfortable expressing themselves freely.
This approach is part of fostering a psychologically healthy workplace that promotes overall well-being, success, and workplace inclusion.
A few years back, I noticed my assistant was progressively becoming gloomier, to the point where it affected her work. With concern in my heart, I knew I needed to do something. I invited her into my office, intent on discovering what the deeper issue was rather than simply reprimanding her for decreased productivity.
Initially, she was hesitant to open up, but as I shared my own experiences with her, she began to speak openly. After hearing her concerns, I offered practical advice. I spoke to her like a friend, not a boss. More importantly, I reminded her how valuable she is to me and my team, and how much I appreciated her contributions. She ended up leaving my office with a bounce in her step that I hadn’t seen in months.
The renewed sense of purpose and energy she tapped into, and the huge smile that lit up her face, were infectious. Her positivity spread like wildfire to her coworkers and clients. Ultimately, by demonstrating empathy and seeking a deeper understanding of her feelings, I was able to cultivate a safe space that allowed her to articulate what was on her heart and, in the process, clear her mind.
As the leader, you have the responsibility, but also the opportunity, to support and uplift employees. That is an incredible amount of power, but when used wisely, it can increase overall happiness, productivity, and positivity.
4. Schedule Regular Check-Ins with Your Team
Building relationships in the workplace is of utmost importance to me. I love spending time with my team, unearthing more about their lives, professional goals, and personal desires. But what is equally important is that my focus on improving work relationships doesn’t evolve into something that becomes an obligation, on either side.
When I carve out dedicated time to chat with my team each week, I make sure they know that my intention is to help them grow and succeed. I treat the meetings as conversations by asking questions that will get them to go deep rather than sticking to surface-level topics. I encourage participation, but I never force engagement if they are not comfortable. The goal is for employees to speak openly without fear of judgment or recrimination.
Establishing check-ins like these is an exemplary way to deepen relationships with colleagues in the workplace and foster a psychologically safe work environment. Another successful idea I’ve implemented is a “compliment box”. Whenever someone witnesses a coworker doing something compelling, they can drop a “compliment note” into the box, which is then shared individually and privately.
Encouraging your team to authentically support each other is an effective way to build relationships and boost morale in the workplace. This approach also helps in cultivating a strong feedback culture.
5. Practice the Meisner Technique and Emotional Curiosity
As I helped relationships grow and flourish through the years, a lightbulb went off. Why not encourage leaders to apply the same techniques to their leadership style? After all, human interaction is at the core of everything we do.
This encouraged me to offer leaders another unique and effective approach that goes beyond surface-level conversations and encourages a deep dive into authentic emotions and experiences. This technique, a blend of the Meisner Technique and Emotional Curiosity, is a powerful way to create trust and empathy.
By deploying this method, you and your team can learn to listen to each other and understand the emotions behind one another’s actions, enhancing emotional intelligence. This will result in a supportive work environment where everyone feels safe to share ideas and take risks.
6. Keep Your Remote Team Engaged
Technology got us through the pandemic, but it also led to a decline in psychological safety at work. While we appreciate the flexibility of working from anywhere, it often makes us feel isolated, and today’s leaders are tasked with the challenge of keeping people connected in a remote work environment.
It has been reported that 1 out of 6 people in the United States suffers from depression which is higher than any other year. Some of these people might be your team members. Isolation creates loneliness and when we’re lonely, sadness and depression can manifest.
I’ve witnessed first-hand how important human interaction is for our overall well-being. Virtual team building can play a crucial role in maintaining this interaction.
And since people are at the heart of your organization, it is vital to focus on improving work relationships. Speaking through a screen doesn’t encourage the same personal conversation that sharing a physical space does. We have lost those “water cooler” chats we always joked about but secretly loved. Technology encourages to-the-point messages, which is beneficial for completing tasks efficiently but damaging to personal connections.
You can combat this by creating opportunities to get together in person. From work gatherings to emotional wellness check-ins, encouraging human connection is vital to success. Fostering a sense of belonging and togetherness will keep your team engaged and motivated.
When people feel heard, seen, and valued, they will be their best selves at work. Challenging the status quo within your organization can drive innovation and promote psychological safety, encouraging employees to speak up and contribute ideas freely.
Spark a Revolution: Creating Psychological Safety in the Workplace
As a thought leader and female keynote speaker, I am passionate about sharing what I’ve learned about all the complex and intricate ways humans connect and strengthen their relationships to live more meaningful lives. When it comes down to it, we all want to be happy. When we are happy, we are more energetic, engaged, empowered, and motivated. Simply put, happy teams win.
According to the Harvard Business Review and Harvard Business School Professor Amy Gallo, psychological safety is crucial in creating a work environment where employees feel safe speaking up, taking risks, and making mistakes. This leads to increased satisfaction, innovation, and performance, especially in a volatile, uncertain, complex, and ambiguous (VUCA) world.
As a leader, you can use the knowledge I’ve gained through my speeches, workshops, and coaching to create growth and sustainable success for your organization without losing sight of what is most important — and that is people.
By investing in your employees’ well-being, you can create a psychologically safe workplace where your team has access to all the resources, tools, and support needed to succeed. Harvard Business School emphasizes that this approach fosters organizational agility and employee engagement.
Toss the caution sign — the workplace psychological safety you create will shine bright without it. Leadership commitment to this cause is essential for long-term success.
