Have you heard of psychological safety? ⚡️(Leaders - pay attention)

Psychological safety isn’t the result of being nice! A psychologically safe workplace culture is one where people are not full of fear, and not trying to cover their tracks to avoid being embarrassed or pushed. In other words, the act of speaking up and learning from mistakes should be encouraged, even celebrated. ⚡️Here are 4 ways managers and team leaders can improve psychological safety: 1. Admit you’re wrong. By demonstrating vulnerability and directness, you can show employees that it’s OK to make mistakes. 2. Ask for the team’s input. By asking employees for their opinions in group settings, they will not only feel more involved and accountable but also empowered to innovate. 3. Respond positively to questions and doubts. Gallup found that only 30% of U.S. employees think their opinions matter at work. And it’s not just strategic ideas that need to be acknowledged. Managers should show appreciation when employees speak up🗣️ about unrealistic timelines or ask for clarification on a project. 4. Forgive employees’ mistakes. Nothing kills psychological safety quicker than a negative reaction to an error. Instead, focus on the positives: If a mistake was caught, it can be fixed, and there’s something to learn from the experience. ⚡️Above all, a psychologically safe environment protects employees from the fear of being wrong. ⚡️And all employees want is to work with leaders who see themselves as part of the team and whom they trust to be transparent.