PSYCHOLOGICAL SAFETY IN THE WORKPLACE: Strategies to Create a Workplace that Encourages Mental Wellbeing.

A couple of weeks ago, I had released a post that stated the importance of Psychological Safety in the Workplace. Open discussions on mental health have gained momentum only since the past few years because people have now realised the importance of it. Prior to this, there was reluctance and denial. Mental health issues and mental distress has led to its fair share of problems in society. People have now realised that addressing and normalizing the discussion of mental health is the only way to create awareness and encourage people to get the help they need. Ironically, for most people, their workplace is where they spend a maximum amount of time and the pressure one experiences at work, their financial stability and job security are often the cause of mental distress. But a healthy work environment along with a workplace that is conducive to psychological safety is still yet to gain the importance it needs.

Nonetheless, as a leader in a company, or even as an employee, there are ways in which you can help create a psychologically safe work environment for those around you.

1. Engagement is Key

There is a famous quote that goes, “Everyone is talking, but no one is really Listening”. In a workplace, that is probably one of the most crippling habits. If employees feel like no one is paying attention when they speak, or that their opinions are not valued, they will probably stop speaking all together, or worse, completely shut down.

Some simple ways of showing that you are present and actively engaging during meetings are maintaining eye contact and avoiding an engagement with electronic devices unless it is pertinent to the meeting. Emails, text messages or any kind of social media can be distracting, and this kind of disengagement can negatively impact an employee’s/team’s psychological safety. Most importantly, practice active listening. Ask questions to make sure you understand another’s point or opinion.

By actively engaging, especially as a leader, shows your employees that it is okay to speak up and have opinions; it is even encouraged. They also feel validated and heard and most importantly, accepted.

2. Show your Employee that you Care for them as People.

Something that often bares fruition both for the employee as well as leaders is the practice of empathy. We are often not naturally inclined to ask the people we work with how they are actually doing, beyond a formality. But consciously getting into the practice of checking in with employees/colleagues is something that will demonstrate your care and interest in them as people. It is a practice that might not take much time but has a lasting impact. This action helps team members speak up especially when they are not doing well because they know that they are appreciated, heard and their co-worker/leader cares about them for their whole self, as a human being, and not just for their work product or capacity.

3. Provide Employees with the Means and Time to Share Their Thoughts and Show your Appreciation for their Ideas.

Employees are sometimes reluctant to share their thoughts and Ideas during meetings and often prefer more time to think over their responses. Keeping the option of sharing their feedback through email or online collaboration tools, in person discussions, suggestion boxes, anonymous feedback etc may help put some employees at ease and make it easier for them to express themselves.

The most important part is accepting and respecting all feedback as far as possible. No one likes judgement, and hence it should be suspended as much as possible. Try to think of ways you would like your opinions to be received and dish out the same behaviour. While you might not act on every idea, appreciating insights, contributions and feedback will help go a long way with the employee’s psychological safety.

4. Promote Self Awareness, Positive Dialogue and Discussion.

Self-Awareness is probably one of the most important aspects of self-expression. When an employee recognizes how they wish and prefer to think and behave, it will help them formulate valuable viewpoints of their own.

Individual Opinion and thinking must be encouraged. Encourage open and honest conversations and positive language that can help one succeed. Empowering your employees through the use of encouraging language and believing in them, can help them express themselves without fear.

5. Be clear about your Expectations, Information and Commitments.Own Up to your Mistakes.

Building trust is key to Psychological Safety and hence employees must trust you and your word. Honesty and openness are the most popular ways to build trust. Be open and realistic about your expectations. Keep to the commitments you have set, be mindful of the people and the information you share. Be mindful and respectful of other people’s time and energy. Show up to meetings on time or inform people in advance if you are not able to make it to a commitment. Setting clear boundaries and expectations and adhering to your commitments will help employees trust you.

As humans, many of us have this fear of failure and as leaders, owning up to your own mistakes may help take away the stigma and fear you employees experience due to failure. Instead of playing the blame game, ask your employees where they feel they went wrong and what they learnt from it. Doing so will make your employees realise that it is okay to make mistakes, and that punishment is not always a consequence of it. This will encourage your employees to take calculated risks and speak up and express themselves which will have a positive effect on their mental health.

 Dr. Amy Edmondson said, “Psychological safety and courage are simply two sides of the same coin. Both are-and will continue to be- needed in a complex and uncertain world.” As leaders, the tone you set for topics of mental health and wellbeing has the power to set up and make or break you employees’ success. When you build psychological safety, you will empower employees to come to you as their best selves and spark their learnings and concerns, their ideas and will help enhance your team’s performance.