Trust First, Thrive Next

Practical Ways to Build Psychological Safety in Your Workplace.

In today’s fast paced workplace, creating a space where people feel safe to speak up, share ideas, and take risks is more important than ever. When employees know they won’t be judged or penalised for making mistakes, they are more likely to be innovative, work well together, and feel happier in their roles. This sense of security—known as psychological safety—is key to building strong, successful teams. It also plays a crucial role in reducing workplace stress and supporting overall wellbeing. When employees feel safe and valued, they experience less anxiety, higher job satisfaction, and better mental health.

Google’s Project Aristotle

One of the most well-documented examples of psychological safety in action comes from Google’s Project Aristotle. Google conducted a comprehensive study to understand what makes teams effective. To their surprise, they found that the highest performing teams shared one common trait: psychological safety. Employees in these teams felt safe taking risks, sharing ideas, and admitting mistakes without fear of embarrassment or retribution.

To build this culture across the organisation, Google implemented the following strategies:

• Encouraging Open Dialogue: Leaders actively sought input from all team members, ensuring every voice was heard.

• Promoting Empathy: Teams practiced active listening and non-judgmental communication.

• Rewarding Vulnerability: Employees who spoke up about challenges or failures were supported rather than criticised.

  
  

By integrating these practices, Google enhanced team collaboration, creativity, and overall job satisfaction.

Practical Strategies for Your Workplace

Below are a few practical ideas and examples to bring psychological safety into your workplace; think about how these could be adapted to work in your organisation and how, whatever your role, you could influence change.

Communicate with Empathy

Empathetic communication involves actively listening and responding to colleagues with understanding and care. This approach helps team members feel valued and respected, which is essential for psychological safety and emotional wellbeing. Example: A manager started holding weekly one-on-one check-ins where employees could discuss challenges without fear of judgment. As a result, team morale and engagement improved.

Model Vulnerability

Leaders can build trust by openly sharing their own mistakes and uncertainties. Demonstrating vulnerability shows that taking risks and learning from failures is acceptable, encouraging team members to do the same without fear of retribution. Example: A senior leader shared a past project failure and the lessons learned from it, inspiring the team to openly discuss their own challenges and solutions.

Establish Clear Norms and Expectations

Work collaboratively with your team to set explicit norms and expectations regarding performance and behaviour. Clear guidelines help prevent misunderstandings and create a shared understanding of acceptable conduct. Example: A company introduced a 'Team Agreements' practice, where teams collaboratively defined their working norms, including expectations for communication, deadlines, and conflict resolution. This led to clearer accountability, reduced misunderstandings, and a more supportive team environment.

Encourage Diverse Perspectives

Actively seek and value input from all team members, recognising that everyone brings unique insights. Encouraging diverse perspectives not only enriches decision making but also shows that all voices are valued, reinforcing psychological safety. Example: A team introduced anonymous brainstorming sessions, allowing quieter team members to contribute innovative ideas without hesitation.

Provide Constructive Feedback

Offer feedback that focuses on growth and development rather than criticism. Constructive feedback helps individuals understand areas for improvement without feeling threatened, contributing to a culture of continuous learning, without giving this, you are not allowing people to develop. Example: A company trained managers to use feedback as a development tool. the norms of the organisation changed to accept feedback and continuous learning.

Reward Speaking Up

Recognise and reward employees who voice their opinions, ask questions, or challenge the status quo. Positive reinforcement encourages others to speak up, fostering an environment where open communication is the norm. Example: A company introduced a 'Best Idea of the Month' award, encouraging employees at all levels to contribute innovative solutions.

Lead with Compassion

Compassionate leadership involves understanding the challenges your team faces and taking proactive steps to support them. This approach not only enhances psychological safety but also boosts morale and productivity. Example: A CEO implemented flexible work policies after listening to employees' struggles with work-life balance, resulting in lower stress levels and improved retention.

By integrating these strategies, organisations can create an environment where employees feel safe to express themselves, take risks, and collaborate effectively, ultimately driving success and innovation while reducing workplace stress and enhancing overall wellbeing

For those interested in learning more about Pscholoigal Safety, I offer specialised, compassionate leadership, courses designed to equip leaders with the skills necessary to cultivate a supportive and high-performing workplace. These courses provide practical tools and insights to help you implement compassionate leadership practices. Learn more about my Compassionate Leadership courses here.

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