As the world of work evolves into a hybrid model, understanding psychological safety becomes paramount. Let's delve into the nuances of fostering an environment where employees feel secure, valued, and empowered to express their ideas without fear of retribution or judgement.
Psychological safety
Sorting out hybrid work arrangements will require managers to rethink and expand one of strongest proven predictors of team effectiveness: psychological safety.
- Since the pandemic changed the landscape of work, much attention has been given to the more visible aspects of WFH, including the challenges of managing people from a distance (including reduced trust and new power dynamics).
- A far less visible factor may dramatically influence the effectiveness of hybrid workplaces.
Strategies for Managers
Set the scene
- Have a discussion with your team to help them recognize not only their challenges, but yours as well.
- Lead the way
- Take baby steps
- Share positive examples
- Clarify what’s at stake
- Be a watchdog
- Emphasize that psychological safety takes time to build and moments to destroy.
How New Forms of Work Affect Psychological Safety
Psychological safety – the belief that one can speak up without risk of punishment or humiliation – has been well established as a critical driver of high-quality decision making, healthy group dynamics and interpersonal relationships, greater innovation, and more effective execution in organizations.
- As the boundary between work and life becomes increasingly blurry, managers must make staffing, scheduling, and coordination decisions that take into account employees’ personal circumstances.
We Can’t Just Keep Doing What We’re Doing
In the past, “work” and “non-work” discussions were separated by boundaries.
- Over the past year, however, previously off-limits topics like child care, health-risk comfort levels, or challenges faced by spouses or other family members are increasingly required for joint (manager and employee) decisions about how to structure and schedule hybrid work.
