Change management can be a challenging process. Which is why fostering psychological safety in the workplace is an essential component to effectively manage change and engagement. While it may just sound like the new buzzword on the block, psychological safety has been an essential part of our work for as long as we’ve been around. Because psychological safety is the key in creating a supportive work environment where employees feel comfortable expressing their opinions, ideas, and concerns – and here’s the kicker – without fear of negative consequences.

But what is psychological safety? 

This HBR article tells us that “Team psychological safety is a shared belief held by members of a team that it’s OK to take risks, to express their ideas and concerns, to speak up with questions, and to admit mistakes — all without fear of negative consequences.” Sounds pretty good, but what does that mean for employees and leadership?

When employees feel that they can voice their thoughts and ideas openly without fear of being ridiculed, rejected, or penalized, leaders will see positive results in the organisation’s overall performance. But how are they related? Employees are more likely to take risks and try again. They’ll openly share their ideas. And they’ll collaborate with their colleagues. And all of that fosters innovation and creativity within the workplace. Leading to a positive impact on the organisation’s overall performance.

Creating a culture of psychological safety requires leadership commitment, open communication, mutual trust, and respect. But most of all, it requries the provision of an environment where employees can be themselves without fear of reprisal. Managers and leaders can create psychological safety by encouraging open communication, listening to feedback, and demonstrating empathy.

In the context of change management, psychological safety is the key that encourages employees to embrace the change. Change can be daunting. Fearing for job security or being able to adapt to new responsibilities, change something employees often resist. But by creating a psychologically safe workplace, employees can freely express their concerns about change, enabling leaders to address these concerns and help employees to adapt to the change better. 

Why is psychological safety the key for employee engagement?

Fostering psychological safety in the workplace is essential for effective change management and engagement. Here are a few ways we’ve seen it work in our change and engagement work…

Psychological safety increases employee engagement

Can you remember a time where you spoke up to a manager or a co-worker? Did you feel safe doing it? Employees who feel safe to speak up are more likely to engage in their work. And, when employees feel valued and respected, they are more likely to commit to the organization’s mission and vision. They are also more likely to work collaboratively with their colleagues to achieve shared goals.

Psychological safety encourages innovation and creativity

Psychological safety fosters a culture of innovation and creativity. When employees feel safe to express their ideas and take risks, they are more likely to come up with new and innovative solutions to problems. This can lead to significant advancements in the organization’s products, services, and processes.

Psychological safety builds trust and respect

Psychological safety builds trust and respect between employees and management. When employees feel that their opinions and ideas are valued, they are more likely to trust their managers and colleagues. This can lead to improved teamwork, collaboration, and productivity.

Psychological safety helps manage resistance to change

Change can be difficult for employees, and psychological safety can help manage resistance to change. When employees feel safe to express their concerns about change, management can address these concerns and work with employees to implement the changes successfully.

Psychological safety promotes transparency and accountability

Have you ever discovered a critical step was missed half way through a project? What was the reaction when someone it because someone felt the need to cover it up? Psychological safety promotes transparency and accountability. When employees feel safe to speak up, they are more likely to report issues or concerns. This can help management to identify and address problems before they become more significant issues.

Creating a culture of psychological safety requires leadership commitment, open communication, mutual trust, and respect. And if you can get it right, you can create a culture that supports your employees, fosters innovation and creativity, and ultimately leads to improved organizational performance.

Fostering psychological safety in the workplace is essential if you want to drive lasting change. Mostly because it creates a supportive work environment where employees feel comfortable expressing their opinions, ideas, and concerns. And that leads to increased employee engagement, innovation and creativity, trust and respect, and transparency and accountability.

Get in touch if you want to find out more about how we foster psychological safety and drive lasting change in your organisation.