Psychological safety: The foundation of a strong culture

The way to better collaboration and creativity

A crucial element in a successful workplace is that everyone contributes to creating psychological security, and this is most effectively done by raising the emotional intelligence of the organization.

This post provides an introduction to the concept of psychological reassurance, what it entails and why it is important for employee well-being and productivity.

The paper also discusses how psychological security affects cooperation, engagement and creativity.

What is psychological security?

Psychological security is a condition in an organization where employees feel comfortable expressing their thoughts and opinions.

That is, they can ask questions, ask for help, share ideas, acknowledge mistakes, and share concerns without fear of humiliation, negative sanctions, punishment, or otherwise being put in a bad light.

Psychological safety creates an atmosphere and a culture of collaboration where creativity and innovation can thrive, and where all types of information flow in the right places.

Everyone is more likely to contribute new ideas and possible solutions. It is the very foundation for the organization to evolve and not just repeat the same inappropriate patterns with associated mistakes and lack of innovation.

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The consequence of psychological insecurity?

The insecure and insecure organization, on the other hand, is characterized by a lack of motivation, initiative and proactivity.

The flow of information in organizations with a low degree of psychological security is particularly challenged when it comes to bad news and thoughts that run counter to the assumptions of a higher-ranked colleague. This leads to both a decline in performance and general distrust.

It is well known that fear does not motivate, but not everyone realizes how negatively fear affects an individual's performance and ability to solve problems.

Fear and uncertainty in the team completely automatically activate our amygdala and thus the alert readiness of our brain. This means that our brain resources are diverted to pure survival reflexes. The consequence is that our cognitive abilities are significantly impaired.

Components of psychological reassurance

Psychological reassurance consists of several key elements:

1. Fearless communication: Managers and employees must feel that they can express their uncertainties, thoughts and ideas risk-free. The basis for this is that we have a well-founded belief that the others will give us the benefit of the doubt.
   
   
2. Constructive framing of errors: Goals, direction and tasks are set in such a way that it becomes natural that mistakes and other opportunities for learning, optimization and rethinking will occur.
   
   
3. Healthy culture of negotiation and disagreement: Framed emotionally intelligent approach to everyday negotiations between colleagues and disagreements within the team ensures a fundamental trust between individuals - and the needs, ambitions, desires and concerns of each employee are accommodated and met to the fullest extent possible.
   
   
4. Curiosity and good questionsl: There must be a culture in which employee input is valued and respected. We meet each other with an authentic curiosity about what lies behind the behavior and communication. Question technique and mentalization are natural elements in our dealings with each other.
   
   
5. Accountability: Everyone is expected to contribute openly and honestly, and the individual commits himself to agreed actions regardless of personal disagreement. There is a conscious focus on solutions with maximum mutual benefit, and this paves the way for cooperation where everyone helps to hold each other accountable for the common goals.
   
   
6. Respect and ambitious goals: It's about setting high standards and maintaining ambition while treating each other with respect and empathy - we're tough on the problem and fine on the person.

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Everyone must contribute

If we are to succeed in creating psychological security in the team, then everyone must have a willingness to work with themselves and train the skills that form the personal basis to be able to contribute positively.

An unequivocal decision must be made about zero tolerance towards managers or employees who cannot or will not work positively in adjusting their own behavior and contribute to creating psychological security in the team. It also applies even if it is the star of the team and even if it costs money.

Why is psychological safety important?

Psychological safety has a major impact on various aspects of a workplace:

1. Well-being and Engagement: When employees feel confident and important to the goals and direction of the company, the individual's sense of purpose, coherence and manageability increases. Therefore, working with psychological security is probably the most direct route to lower stress levels and increased job satisfaction.
   
   
2. Collaboration and teamwork: A safe workplace promotes collaboration, as employees are more willing to share ideas, concerns, disagreements, and any needs for help, training, or otherwise. When we can confidently express our disagreement, we are more likely to commit ourselves to the agreed and work together towards the common goal - even if we continue to disagree.
   
   
3. Innovatie: Creativity and innovation flourish in environments where employees are not characterized by fear. The intelligence of the team is growing, and it fosters the desire to push what we usually do and think outside the box. It will lead to greater creativity and problem solving on a completely different level.
   
   
4. Motivation: All research points to psychological reassurance increases motivation and significantly improves productivity and bottom line. Employees who feel that they are valued, involved and listened to do significantly more, feel better and infect their surroundings in a positive and constructive way.
   
   
5. Relationships: A company with high psychological security and a focus on interpersonal competencies achieves stronger and more sustainable relationships both internally and externally. Customers, suppliers and other partners become more closely connected to the company, and higher levels of loyalty and satisfaction are reported.

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How to create psychological security?

Creating psychological reassurance requires conscious efforts and strategies on the part of management:

• Put EQ on the management agenda: Management must take the lead and show that EQ in practice is the prerequisite for psychological safety.
  
  
• Train interpersonal skills: Cooperative negotiation, problem-solving disagreement management, advanced questioning technique, empathic listening, reading nonverbal communication.
  
  
• Recognize that errors occur: Framework errors such as, for example, “unintended events” or “results we did not want”. Errors should be treated as feedback and thus as a unique opportunity for learning, rather than as something to be avoided for all in the world. Create a nuanced dialogue about mistakes and the categories of mistakes we experience in the organization - sloppy mistakes, repetitive mistakes.
  
  
• Create an inclusive culture: Diversity and inclusion must be core values where all employees feel valued regardless of their background or views.
  
  
• Promote openness: Employees should be encouraged to share their ideas and concerns without fear of rejection or punishment.
  
  
• Offer support: Provide employees with the resources and support they need to carry out their work efficiently and safely.

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Examples of psychological reassurance in practice

Many companies have implemented psychological reassurance with great success. One example is Google, who found in their “Project Aristotle” that psychological reassurance was the most important factor for effective teams. Teams that had high psychological reassurance were more likely to exchange ideas, take risks, and thrive in their work.

Another example is the Danish energy company Ørsted, which has focused on creating a culture of open communication and trust. It has not only improved employee satisfaction, but also the company's ability to innovate and compete in the market.

Conclusion

Psychological safety is an indispensable component of a successful workplace. By creating an environment where employees feel safe, companies can promote well-being, collaboration, innovation and productivity.

It takes a conscious effort from management to build and maintain this reassurance, but the positive results are worth it.

A workplace that prioritizes psychological safety will not only see improvements in employee well-being, but also in the overall performance and success of the company.