Most people can expect to spend over half of their waking life at work or completing work-related tasks. With so much time spent at work, the expectation is that the workplace should be a safe space that embraces mistakes as learning opportunities and people as they are.
Unfortunately recent surveys have shown that a third of workplace managers lead with unconscious fear. This fear-based leadership style leads to lost productivity, aggression, avoidance, and of course, anxiety among employees.
If you’re in a leadership position or plan to lead others one day, here are some of the steps you need to take to create a psychologically safe workplace to foster a sense of inclusiveness and promote equity.
1. Make Mental Health an Explicit Priority
Any good leader knows how to prioritize projects and employee issues. Unfortunately, psychological safety is not a top priority of many bosses and managers. This has had a negative impact, with recent surveys showing that 54% of employees experience overwhelming anxiety when they consider approaching their employers to talk about their mental health.
If you find yourself having difficulty connecting to employees, it might simply be that they do not feel comfortable speaking to their employer about their psychological well-being. A great way to break this communication barrier is to make it an explicit goal to create a psychologically safe work environment.
Some ways you can show that creating a safe, inclusive work environment is a priority include:
- Daily huddles that include mental health and well-being check-ins
- Open-door policies for confidential conversations or concerns
- Implementing flexible work hours to accommodate employee needs
- Providing resources for mental health support and counseling services
When employees know that their well-being is valued and prioritized, they feel more comfortable opening up with employers about their mental health. Understanding your employees’ state of mind is critical in creating a safe and supportive workplace.
2. Encourage all Voices
Gaining perspective is one of the most important parts of any work project. It’s also crucial in creating a safe work environment for employees. Encourage all voices to be heard and valued, especially those that may have been marginalized or underrepresented in the past. This not only promotes diversity and inclusion but also creates a sense of belonging for employees.
It’s important to actively listen to your employees’ suggestions, concerns, and feedback. Allowing them to contribute their ideas and opinions without fear of judgment or consequences fosters a culture of psychological safety. By fostering an open and inclusive workplace where everyone feels safe sharing their thoughts and opinions, you empower your team members to bring their best selves to work each day.
3. Reframe Mistakes as Learning Opportunities
Recent surveys reveal that 80% of employees report that they are scared of their employer’s HR department. This fear can lead to employees hiding their mistakes, which can cause even bigger problems in the long run. Moreover, the fear can cause stress that negatively impacts mental health.
To create a psychologically safe and inclusive work environment, it’s important to reframe mistakes as learning opportunities rather than failures. Encourage open communication about any mistakes made, and focus on finding solutions rather than assigning blame.
By reframing mistakes as learning opportunities, you also promote a culture of continuous improvement and development that leads to:
- Better problem-solving skills
- Increased innovation
- Higher productivity within your team
- Openness about possible improvements
Respond Supportively to Mistakes
As a leader, it can be difficult to respond supportively when faced with employee mistakes. However, this is a crucial step in creating a safe space for your employees to share their thoughts and ideas without fear of judgment or punishment.
When an employee comes to you with a mistake, focus on understanding the situation and providing support rather than reprimanding them. Responding supportively also means acknowledging and addressing any underlying issues that may have contributed to the mistake.
Was there too much stress on the team? Was there a lack of clear communication or resources? Is the employee suffering from personal mental health issues or issues in their personal life? By addressing these issues, you can encourage employees to be open about their struggles and work towards a solution together.
4. Implement Coaching and Mentoring
Being a mentor is so much more than just giving advice. As a leader, you should constantly encourage your employees to strive to reach their work-life goals. Some employees might want to climb the corporate ladder, while others want to simply improve their skills and improve their mental health at work. No matter the goal, the process of mentorship always starts the same – understanding your employees and their individual aspirations.
As a coach and mentor, your job is to engage in active listening and focus on what your employees need. Whether that’s more time for flexible scheduling, access to therapeutic resources, or simply a listening ear, your support and guidance can make all the difference.
7. Empower Managers
For those employees who are already in leadership positions, it’s important to empower them with the necessary skills and resources to create a diverse and inclusive environment. This can include providing training on diversity and inclusion, setting clear expectations for promoting DEI within their teams, and regularly checking in on their progress.
Fostering inclusivity starts from the top down, so it’s important for managers to lead by example and actively promote diversity, inclusion, and mental health and wellness within their teams. If you notice areas that need improvement, such as transparency or inclusivity in decision-making processes, lack of mental health support, or unequal opportunities for growth and development, work with your managers to address these issues and create a more safe and inclusive workplace.
Psychological Safety and Productivity Go Hand in Hand
When employees feel valued, represented, and have a leader who truly cares, there’s nowhere to go but up. By fostering a culture of psychological safety and addressing any areas of concern, you are creating a workplace where employees can thrive both professionally and personally.
Following these steps above are just the tip of the iceberg in promoting mental health and wellness, but they are crucial steps to take in creating a more inclusive, psychologically safe, and supportive workplace for all.
About the Author
Ric Burd is a Certified Disability Manger Specialist at Strategic Consulting Services, a group of disability and accommodation experts in Seattle and throughout the Pacific Northwest. Ric has been working in this field since 2002. Ric is a Certified Ergonomics Evaluation Specialist and is currently a Registered Vocational Rehabilitation Counselor for the Department of Labor and Industries.
To get in touch with Ric or the team of disability and accommodations experts at Strategic Consulting Services, visit their website: https://strategicconsultinginc.com/.
A professional writer with over a decade of incessant writing skills. Her topics of interest and expertise range from health, nutrition and psychology.
