“Psychological safety at work takes effort. It’s not the norm. But it’s worth the effort.”
- Amy Edmondson
When employees have a work environment where there’s trust, respect and people can be themselves innovation and high-performance increases.
1. Approach conflict as a collaborator, not an adversary. Loss triggers attempts to reestablish fairness through competition, criticism, or disengagement.
2. Replace blame with curiosity. Blame and criticism lead to defensiveness and eventually disengagement.
3. Measure psychological safety. Google surveys its employees and asks, “how confident are you that you won’t receive retaliation or criticism if you admit an error or make a mistake?”