Psychological safety is the shared understanding that it’s okay to speak up and take interpersonal risks, such as questioning decisions, suggesting new ideas, or expressing concerns, without fear of negative consequences to self-image, status, or career. It is the absence of harm or threat to a person’s mental health and wellbeing.
Actions for employees
1 Focus on strength-based, solution-oriented questions and collaborative approaches to problem-solving and decision-making
2 Respectfully listen and ask questions about colleagues’ ideas.
3 Foster reflective practice through open discussion and seek feedback.
4 Extend kindness and respect in all interactions and provide thoughtful and curious responses.
5 Check in with your colleagues, particularly when working remotely.
6 Be willing to share your own struggles and uncertainties, which can help others feel safe to do the same.
7 Seek regular support and check-ins from your manager and ensure you have the guidance and resources needed
8 Understand your role and responsibilities and establish boundaries to reduce feelings of ambiguity and anxiety within yourself and across the team.
Actions for leaders
1 Encourage discussion about tough issues, acknowledging mistakes, seeking support and trusting each team member’s value.
2 Lead by example in raising problems and addressing issues constructively, use timely “lessons learned” sessions following challenging incidents.
3 Implement anonymous feedback channels.
4 Recognise and celebrate thoughtful risk taking and unique skills and talents of each team member.
5 Ensure realistic workloads and updated position descriptions.
6 Conduct regular practice supervision and wellbeing check-ins.
7 Involve staff in decision-making.
8 Support professional development aspirations and provide skills-building opportunities.
Actions for organisations
1 Educate leaders about fostering psychological safety.
2 Examine and reduce unnecessary hierarchies or barriers to open communication.
3 Provide organisation-wide recognition of unique skills and talents.
4 Emphasise a zero-tolerance policy for undermining or intimidating behaviours.
5 Encourage breaks and leave entitlements.
6 Ensure policies, procedures, and resources are available to support staff working in potentially dangerous or traumatic environments.
7 Support staff to participate in programs or initiatives that enhance coping strategies, stress management, self-awareness, effective communication skills and resilience.
8 Ensure all staff are aware of external mental health support services to support their wellbeing.