SMBs and Psychological Safety

Small and Medium-Sized Businesses (SMBs) in high-risk industries are frequently under-resourced and find staying current with client initiatives a significant challenge. This is true in the evolving area of psychological safety. This article covers the fundamentals of psychological safety in the workplace and offers some starting points for SMBs to consider in 2023.

Psychological safety in the workplace refers to an environment in which employees feel safe and supported to express themselves and their ideas without fear or negative consequences. This includes feeling comfortable raising concerns or making mistakes and feeling welcomed and valued as a team member.

Creating a psychologically safe workplace can have numerous benefits, including:

• Improved work culture through increased creativity and innovation.
• Better communication and collaboration comes through respecting individuals and their points of view. Connection in as many directions as practical for each employee is the organizational glue that furthers mission and values.
• Productivity improvements. Psychologically safe workplaces tend to have increased creativity and innovation that contribute to better productivity.
• Worker stress and burnout can be reduced when the culture promotes learning, especially learning from failure.

There are several ways that companies can promote psychological safety in the workplace, including:

• Encouraging open communication: Creating an open and inclusive culture that encourages employees to speak up and share their ideas can help build trust and a sense of belonging.
• Providing support and resources: Offering resources such as training, coaching, and mentorship can help employees feel confident and supported in their roles.
• Promoting respect and inclusion: Ensuring that all employees are treated with respect and are included in decision-making processes creates belonging and reduces feelings of isolation.
• Encouraging feedback: Allowing employees to provide input and offering constructive criticism can help to create a culture of continuous improvement and growth.

How SMBs Can Get Started With Psychological Safety

Here are some steps that a small employer can take to get started on improving psychological safety in the workplace:

• Conduct a needs assessment: Identify any areas where employees may be feeling unsafe or unsupported, such as communication breakdowns, lack of resources, or disrespectful behavior.
• Communicate expectations: Communicate the company's expectations for behavior and create a code of conduct that clearly outlines acceptable and unacceptable behavior.
• Encourage open communication: Create an open and inclusive culture that encourages employees to speak up and share their ideas. This can be done through regular check-ins, team meetings, and anonymous feedback channels.
• Promote respect and inclusion: Ensure that all employees are treated with respect and are included in decision-making processes to create a sense of belonging and reduce feelings of isolation.
• Encourage feedback: Allow employees to provide feedback and offer constructive criticism to create a continuous improvement and growth culture.

Things to Consider About High-Risk Workplaces

In high-risk workplaces, it is essential to address psychological safety to ensure that employees are protected from physical and mental hazards. Some key things to address in high-risk workplaces include:

• Stress and burnout: High-risk workplaces can be stressful, leading to burnout and other mental health issues. It is essential to provide support and resources to help employees cope.
• Communication: Effective communication is crucial in high-risk workplaces, as it can help to prevent accidents and injuries. Encourage open communication and ensure all employees have the information and resources to perform their jobs safely.
• Training and support: Ensure supervisors are trained to support and encourage employees and provide them with the resources they need to create a safe and supportive work environment.
• Employee involvement: Involve employees in safety decision-making and encourage them to speak up if they have concerns.

Psychologically safe workplaces tend to learn more quickly, innovate more, and collaborate more. Look for opportunities to foster these elements informally before jumping into new programs or major initiatives. It's important to assess and take incremental wins. The biggest early win is to start a psychological safety dialog beginning with company leadership and expanding it to all employees.