The Surprising Secret To Unlocking Your Team’s Full Potential
Psychological safety refers to an individual’s belief that they can express ideas, questions,concerns, or mistakes without fear of punishment or humiliation.
(Source: HBR)
Professor Amy C. Edmondson of Harvard Business
School has been the pioneer in research on this topic, describing it as follows:
“What that really means is I can do my job without fear of humiliation or punishment.”
Psychological safety is 1 of the top 3 things employees value most in today’s workplace (84%), apart from regular pay raises (86%) and flexiblework (83%). Oyster HR, 2023
Example : Google Transformed its teams using psychologicalsafety
Google’s research on top-performing teams found psychological safety to be the #1 factor for success. This highlights the power of open communication and trust in driving performance. When teams feel safe to take risks, share ideas, and admit mistakes without fear, they collaborate better and achieve more.
FACTORS THAT LOWER PSYCHOLOGICAL SAFETY
Lack of Trust- When employees do not trust their leaders or colleagues, they hesitate to share ideas or voice concerns, leading to a culture of silence and fear.
Fear of Failure- If mistakes are punished rather than seen as learning opportunities, employees become risk-averse, stifling creativity and innovation.
Lack of Support- Without sufficient backing from leadership or peers,employees feel isolated and hesitant to contribute,reducing engagement and confidence.
Unclear Expectations- Ambiguity around responsibilities, or performance standards creates stress and confusion, making employees less willing to take initiative.
Poor Communication- When feedback loops are weak or employees feel unheard, it fosters frustration and disengagement,weakening collaboration and trust.
HOW TO BUILD PSYCHOLOGICAL SAFETY IN YOUR TEAM?
If you would like the full article, please e-mail us to get the full copy of this article at enquiry@primestaff.com.sg