Practical Ways to Create Psychological Safety at Work

Abstract

There is a large body of research that shows that leaders play a critical role in fostering employee motivation and satisfaction. The consequence is that it is not enough for managers to drive strong employee performance. They also need to take care of their team members’ wellbeing. This includes the belief that individuals will not be punished or humiliated for speaking up with ideas, questions and concerns – or owning up to mistakes. In teams, it refers to team members believing that they can take risks without being shamed by their colleagues. What is psychological safety? Dr. Amy Edmondson, a Harvard Business School professor, coined the term psychological safety in a 1999 journal article that explored its relationship to team learning and performance. She defines it as, “a belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns or mistakes” and is quoted as saying, “Psychological safety means an absence of interpersonal fear. When psychological safety is present, people are able to speak up with work-relevant content.”