Investing In Well-Being: How HR Leaders Can Drive Psychological Safety Initiatives

Creating a safe space

Psychological safety, defined as the belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns or mistakes, is foundational for team cohesion and employee engagement.

Achievers Workforce Institute (AWI) data reveals a concerning statistic: only 37% of people feel comfortable being themselves at work. This highlights a critical issue that affects both employee well-being and organizational performance – psychological safety at work. To improve psychological safety at work, company leaders need to strengthen employee trust. By doing so, they can foster an environment where employees feel valued and engaged. 

Psychological safety is the belief that one can express oneself without fear of negative consequences such as embarrassment, rejection or punishment. It's at the core of cultivating a healthy workplace because it enhances team performance, improves employee well-being and increases job satisfaction. However, cultivating psychological safety and trust requires a holistic approach. To find success, human resources (HR) leaders should establish a strong foundation of recognition, enhance the wellness programs they offer and foster a sense of belonging companywide. 

Establishing a Strong Foundation of Recognition

Recognition is a science-backed, powerful tool for building trust and psychological safety. In fact, according to AWI research, employees who receive at least monthly recognition from their peers are twice as likely to say:
 

• They are engaged and productive
• They feel a strong sense of belonging at work
• They feel connected to their coworkers 
• There is a culture of trust in their companies

AWI data also tells a compelling story about the impact of monthly recognition from managers. Employees whose managers show appreciation at least once a month are three times more likely to trust their manager – which is critical in a time when just one-third of employees say they trust their managers.  

It is the role of HR to train managers across their organizations on how to create a positive, safe and welcoming workplace environment that helps employees feel emotionally supported and comfortable discussing challenging issues. HR leaders can help strengthen this connection between managers and their teams by providing training to enhance their managers' roles as company leaders. Companies should focus managerial trainings on four areas: employee recognition, communication, coaching and professional development. AWI finds that these are critical trust-building behaviors, and prioritizing just one of these factors can be incredibly impactful.

But, effective recognition doesn't solely rest on the shoulders of managers. The same data reveals the power of praise between peers is also vital, emphasizing the need for robust peer-to-peer recognition strategies, too. To encourage recognition from the top down, it's critical to consistently promote recognition programs, ensure recognition is accessible in daily flow-of-work and encourage workers to celebrate both big and small moments. By consistently empowering a culture of recognition, leaders boost morale, strengthen the sense of community within their organizations and build an unstoppable foundation of psychological safety. 

Enhancing Employee Wellness 

Employee wellness is directly linked to psychological safety. Today's fast-changing work environment has been tough on employees' mental and physical health. The constant screen time, shuffling between computer screens, smartphones and digital tools, makes it hard for employees to take a break. This 'always-on' culture blurs the line between work and personal life, causing more stress and burnout. When employees feel physically and mentally healthy, they are more resilient and better equipped to handle these stressors.

Effective wellness programs address every aspect of an individual's health needs, including mental, emotional and physical well-being, and therefore drive higher employee morale, engagement and retention rates. HR leaders should offer comprehensive wellness initiatives that provide access to mental health resources, stress management tools, and opportunities for physical activity and promote work-life balance with flexible work and time-off policies. However, it's hard to know where to get started.

Benefits should, of course, meet employees' physiological needs. But beyond that, HR leaders need to choose employee benefits that align with their company's goals and values. For instance, if offering employees flexibility is a priority, organizations may look to provide more benefits around a hybrid-flex model or unlimited paid time off or PTO. The latter option may very well drive the most results.  According to AWI data, employees who have unlimited vacation time are 43% more likely to feel a strong sense of belonging at work, 66% more likely to be engaged, 54% more likely to have a high job commitment, and 48% more likely to self-report being productive at work.

But remember, there's no one-size-fits-all approach. Some benefits are more impactful to some employees than others. The same research revealed pet insurance can increase a sense of belonging by 53% for employees with a disability, compared to an 18% increase for the general population. This underscores that employers who offer a diverse range of benefits will see the most improvement in employee wellness and psychological safety. 

Fostering a Sense of Belonging Beyond Recognition and Wellness 

Fostering a sense of belonging at work is crucial for psychological safety. While recognition and wellness upgrades can go a long way in boosting belonging, it's crucial to embrace diversity, equity and inclusion (DEI) initiatives to ensure that all employees feel seen, valued and respected for their unique perspectives and experiences. Our data consistently finds that embracing diversity and inclusivity leads to a more engaged and motivated workforce, as employees feel empowered to bring their authentic selves to work. 

To level up DEI programs, and thus, belonging and psychological safety, four core values are a must: 
 

1. Leadership Involvement: Implementing a formal DEI program begins at the top
2. Measurement: Gathering data around key diversity KPIs (key performance indicators) and revisiting and strengthening a DEI strategy  
3. Intervention and Training: Upskilling employees and managers to listen for, avoid and overcome biases 
4. Silos: Breaking down silos and increasing connections companywide

Start Investing in Psychological Safety Today  

Investing in psychological safety benefits both organizations and their employees, sparking innovation, productivity and employee retention. In today's modern workplace, employees often face high demands and tight deadlines, leading to increased anxiety. It's crucial for organizations to recognize and address these stressors to improve psychological safety and trust at work. HR leaders and managers play a vital role in fostering open dialogue by focusing on recognition, employee wellness and cultivating a sense of belonging. This creates an environment where employees feel comfortable bringing their whole selves to work every day, ultimately driving employee satisfaction and overall business success.

Hannah Yardley is the Chief People and Culture Officer at Achievers.