Psychological Safety: The Real Employee Engagement Handbook
Thursday, Oct 19 2023
09:30 AM - 10:30 AM
Create authentic employee engagement with our Psychological Safety Handbook.
So many organizations are on a hamster wheel of low employee engagement and high employee turnover rates, requiring an endless amount of time and dollars to be spent on exiting, hiring, and onboarding employees. As a result, your HR Team is distracted by the constant need to rehire positions, manage low-performing individuals, and even planning fun organization activities in hopes of increasing employee engagement.
Like you, our goal is to help teams create environments with highly engaged employees who are excited to do their best work every day. We have helped organizations transform their culture resulting in a more inclusive workplace, increased employee well-being, authentic employee engagement, and high-performing teams that can collaborate and innovate together.
Our Psychological Safety Handbook helps HR professionals understand the ways our brains are wired to protect us from physical, social, and psychological harm, how that wiring translates into everyday behaviors, and how to experiment with new thinking and behaviors in the workplace that translates into a culture of high engagement and performance. Stop running around on the hamster wheel and start making lasting shifts in your organization’s culture.
What is Psychological Safety? “Psychological Safety” is the perception or belief that one can do the things that are important to one’s work performance, such as offering ideas, opinions and perspectives, making mistakes, asking for help, or fostering change without fear of harm. Research in recent years, particularly Google’s extensive Project Aristotle, has repeatedly found that Psychological Safety is the most significant driver of high performance, individually and organizationally, in addition to the positive impact on employee engagement, team learning, and innovation.
What Psychology Safety is Not. A common misconception is that Psychological Safety means “being nice” or letting go of standards and accountability. Quite the opposite, Psychological Safety is a necessary ingredient in creating an environment where employees can learn, grow, and develop in pursuit of high performance while working on complex and innovative ideas. Strong Psychological Safety without strong accountability creates what Dr. Amy Edmonson, Harvard Professor and researcher, calls the Comfort Zone where “people are open and collegial but not challenged,” resulting in a friendly environment but no true engagement or major strides in the work. When an organization has strong accountability and weak Psychological Safety, Dr. Edmonson terms this type of culture the Anxiety Zone where “people are reluctant to offer ideas, try new things, or ask for help” resulting in active disengagement.