Creating Psychological Safety in the Workplace: Ways Leaders Can Foster Belonging

As business leaders grapple with skills gaps, talent shortages and cost-saving hiring measures, employee retention is often key to getting work done. To that end, providing employees with a sense of belonging and loyalty through promoting psychological safety in the workplace can make a big difference.  

Understanding Psychological Safety 

Gaining insights from executives over the years – and a recent conversation with a leadership coach specialized in helping teams build and maintain trust – psychological safety in the workplace is characterized by workers feeling secure enough to speak up with ideas, questions, concerns or mistakes without fear of punishment or humiliation. It's an environment where employees feel safe expressing themselves and bringing their whole selves to work. Fostering this kind of workplace requires both leaders and workers to collaborate to build a supportive and inclusive culture. 

 

The Importance of Psychological Safety in Today's Labor Market 

Providing a workplace where workers can contribute ideas freely will be an advantage to their companies in an increasingly competitive market for high-level talent. In a recent survey by Catalyst, about half of female workers reported feeling apprehensive about speaking up, and one out of five reported feeling overlooked or ignored. This lack of psychological safety could lead to a loss of historically marginalized people’s voices, reduced engagement and decreased performance. Creating a psychologically safe environment allows for more inclusion and diversity of thought, which are essential for innovation and growth.

In addition, younger generations are putting a greater emphasis on psychological safety when they evaluate places to work, so cultivating an inclusive workplace with a sense of belonging is more than a “nice to have,” it is imperative to greater productivity, business performance and your future workforce. 

How to Foster Psychological Safety in Your Workplace 

• Set the tone early: How you hire and onboard new workers sets the tone for increased engagement and demonstrates a desire to make your company a place for long-term growth and advancement. Ensure processes and core values, shared during onboarding, align to psychologically safe practices.  

• Encourage open communication: Create an environment where employees feel comfortable sharing their thoughts and ideas. Encourage open dialogue and actively listen to their concerns. This helps build trust and demonstrates that their voices are valued. This also ensures that managers do not create an environment where workers fear retaliation or punishment for speaking up. 

• Promote inclusivity and foster belonging: Ensure that all employees feel included and valued, regardless of their background or identity. Promote diversity of thought and create opportunities for everyone to participate where their contributions are valued. 

• Provide constructive feedback: Offer feedback in a constructive and supportive manner. Focus on growth and development rather than criticism. And promote a sense of failing forward, so that people are not afraid to take risks and learn from their mistakes. 

• Model vulnerability and authenticity: As a leader, be open and authentic about your own experiences and challenges. This sets the tone for a culture of vulnerability and encourages employees to do the same. This is even more significant when resolving interpersonal conflicts, which impact team dynamics and overall performance.  

• Address stress and wellbeing: Recognize the impact of work-related stress on employees' wellbeing. Provide resources and support to help them manage stress and maintain a healthy work/life balance. 

• Foster a culture of learning and growth: Encourage continuous learning and development. Provide opportunities for workers to acquire new skills and grow in their roles. This helps them feel valued and invested in their future. There is also the added bonus that those acquired skills can be used to grow the business. 

Key Takeaway: Authenticity and Vulnerability 

Creating a psychologically supportive workplace starts with authenticity and vulnerability. Leaders must be open about their intentions and create an environment where employees feel safe to express themselves. By fostering a culture of inclusivity, trust and continuous learning, leaders can unleash the full potential of their workforce and drive improved workforce productivity. By promoting a sense of belonging, workers can feel valued and heard—leading to higher engagement, greater retention and better business outcomes.