When was the last time you really observed and checked in on how your team is doing? Last week? Last month? Or maybe you can’t even remember. It’s no secret that the last few years have really taken a toll on motivation. Now, more than ever, it’s important that leaders are looking at how the workplace environment is shaping team members’ attitudes and perceptions.

What is Psychological Safety?

There’s an important component of workplace motivation and engagement that shouldn’t be ignored: psychological safety. You’ve probably heard this term thrown around, but what does it actually mean? It’s the belief that team members can be themselves and can take appropriate risks without fear of being penalized. It enables them to:

• believe that they’re a valued member of the team
• admit and discuss mistakes
• talk about problems and tough issues
• ask for help and feedback
• trust that no one on the team is out to get them

What Does Psychological Safety Look Like?

So, the big question is, “How do I know if my team has psychological safety?” The answers to these 7 simple statements, developed by Amy Edmondston, Harvard Business School professor and author of The Fearless Organization, can give you a sense of whether or not they feel psychologically safe:

• If you make a mistake on this team, it is not held against you.
• Members of this team are able to bring up problems and tough issues.
• People on this team often accept others for being different.
• It is safe to take a risk on this team.
• It isn’t difficult to ask other members of this team for help.
• No one on this team would deliberately act in a way that undermines my efforts.
• Working with members of this team, my unique skills and talents are valued and utilized.

How would you rate the level of psychological safety within your organization? Do team members feel comfortable sharing their ideas, questions and concerns or is there room for improvement? That’s where Leah M Joppy and Associates can step in and help. We can look at your current practices and help you craft new and innovative ways to communicate, problem-solve and engage with team members.

Learn more by calling us at 301-351-9523 or email us at leah@lmja.com.

Psychological safety isn’t just ‘nice to have’ within an organization. It plays a big role in decision making, healthy relationships, greater innovation and effective execution.

Need the data to back up why it’s important? According to Accenture, organizations that prioritize psychological safety enjoy:

• 76% more employee engagement
• 74% less employee stress
• 50% more productivity
• 27% reduction in employee turnover

Here’s what psychological safety is not: It’s not about “being nice” or creating an environment where people have to feel comfortable all the time. Taking risks can make people feel like they’re out of their comfort zone. Mistakes happen and need to be pointed out in order for learning to take place. The key is that these risks and mistakes happen in a safe environment.

So, how do leaders cultivate a psychologically safe workplace? Here are 5 ways to get started:

• Listen to feedback – and implement it: Commit to active listening (giving your full attention and summarizing what was shared) to understand team members’ feedback. And if it’s worth implementing, make sure you actually do it!
• Avoid pointing fingers: Team members won’t want to take risks or try new things if they think they’ll shoulder the blame if things don’t pan out.
• Model the behavior you want your team to emulate: Sharing your own mistakes and what you learned from them and asking thought-provoking questions in team meetings are a few ways to grow a more supportive culture.
• Advocate for your team: Be their champion and have their back, especially with fellow leaders.
• Celebrate lessons learned as much as you celebrate wins: Normalize having regular team meetings where you look back at recent milestones. Talk honestly about what went well and where you can improve.

It’s tempting to write off psychological safety as a feel-good, buzzworthy term that’s more focused on employee emotions than actual effectiveness. But plenty of research shows it isn’t a “woo-woo” concept. Psychological safety has real, measurable impacts! Leah M Joppy and Associates offers a fresh approach and perspective, combined with experience tackling all different types of employee disengagement issues, to help you jumpstart your team’s motivation!

Call us at 301-351-9523 or email us at leah@lmja.com to learn more.