Have you ever witnessed something at work that didn’t sit right with you? Did you voice your concern or keep it to yourself? How easy is it to share #feedback with your colleagues?
Your answers to these questions are largely dependent on the amount of psychological safety present in your team. Harvard professor Amy Edmondson defines #PsychologicalSafety as “a shared belief that I can bring my full self to work, that I will not be humiliated or made to feel less good about myself if I speak up with ideas, with questions, with concerns, and yes, even with mistakes.”
Now is the time to bring this to the current work landscape. How are employees feeling? What impact does this have on psychological safety in our organizations? Are there opportunities to improve? Dr. Meisha-Ann Martin breaks down ‪@WorkhumanInc‬'s survey report into the state of psychological safety in the workplace.
CHAPTERS
0:54 Where did the research of psychological safety begin?
2:06 What's the difference between a psychologically safe and unsafe workplace?
5:55 Have you experienced psychological safety?
7:03 How can you determine if your office is psychologically safe?
8:31 How do companies establish or re-establish a psychologically safe workplace?
10:58 Do you see a link between psychological safety and the return to work?
12:34 What are subtle signs of psychologically unsafe practices?
15:23 Does psychological safety affect some more than others?
17:25 How can you make clear it's a psychologically safe space?
18:27 Could you describe the link between recognition and psychological safety?
19:21 What are the benefits of recognition in the workplace?
20:26 How do frequent, effective check-ins help create psychological safety?
RELATED LINKS:
How to Build Psychological Safety Report: www.workhuman.com/resources/p...
Workhuman Blog: www.workhuman.com/resources/g...
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