Psychological safety in the workplace has emerged as a key factor for the success and increased effectiveness of employees in modern companies. But what exactly does this term mean and why is it so important? In this article, we take a detailed look at the importance of psychological safety and provide practical tips on how companies can promote it.

Psychological safety describes a working environment in which employees feel safe to express their opinions and ideas without fear of negative consequences. It is the conviction that you will not be punished or rejected if you make mistakes, ask questions or make new suggestions and that it is safe to take interpersonal risks (cf. Edmondson 1999).

The importance of psychological safety

Psychological safety is particularly important in work environments where the safety of customers and employees is paramount, such as in healthcare or aviation, as it has been proven to be instrumental in reducing employee errors, which can increase safety (cf. Newman et al. 2017: 521). 

In addition, the promotion of psychological safety has other "positive consequences" such as:

1. Promoting innovation and creativity: A safe environment enables employees to share unconventional ideas and take risks necessary for innovation. When employees are not afraid to speak up,  creative solutions often emerge.

2. Enhancing team performance: Teams that enjoy psychological safety work more effectively together. Members feel encouraged to openly share their thoughts and concerns, leading to better decisions and higher productivity.

3. Reduction of stress: A safe working environment helps to reduce stress and promote the well-being of employees. This leads to greater satisfaction and therefore a lower people turnover rate. 

4. Improving the error culture: Mistakes are viewed as learning opportunities rather than reasons for blame. This fosters a culture of continuous learning and improvement.

Measures to promote psychological safety

1. Promote open communication: It is advisable to create regular opportunities for open discussions and feedback. This can be achieved through regular team meetings, one-on-one conversations, and feedback sessions. It is important that all opinions are heard and respected.

2. View mistakes as learning opportunities: A culture should be established in which mistakes are not punished but seen as opportunities to learn and grow. This can be supported by sharing "lessons learned" and encouraging employees to report on mistakes. Good mistakes are made early in the process, happen for the first time and are used to learn something important. 

3. Leaders as role models: Leaders should promote psychological safety through their own behavior. They should be open to feedback, admit mistakes, and show that they are constantly learning and improving.

4. Promote diversity and inclusion: A diverse team where different perspectives and backgrounds are welcome contributes to creating a safe environment. Inclusion means that all employees feel valued and respected.

5. Team-Building activities: Joint activities outside the regular work environment can strengthen trust and collaboration within the team. This creates a foundation for open communication and mutual respect.

Conclusion

Psychological safety promotes innovation, enhances team performance, reduces stress, and improves the error culture. Through targeted measures, companies can create an environment where employees feel safe and valued. This not only leads to better business results but also to a positive and productive work climate.

Sources: 

- Edmondson A. (1999): Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44, 350–383.

- Newman, A.; Donohue, R.; Nathan, E. (2017): Psychological safety: A systematic review of the literature. IN: Human Resource Management Review. Nr. 27 (2017) S. 521-535.